SUMMARY

Responsible for leading the Labor and Employee Relations long-term vision and strategy and near-term planning and execution across the Enterprise, ensuring a labor and employee relations environment aligned with our cultural values. Develop and oversee programs, processes and systems designed to mitigate risks and ensure full engagement of bargaining unit and non-bargaining unit employees to drive an even more inclusive culture. 

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. 

1. Responsible for effective leadership and management of ELR programs, policies, processes that apply to all Non-Bargaining Unit and Bargaining Unit employees.
2. Provides strong and dynamic leadership to the ELR team.
3. Provides corporate leadership and oversight to the Union/Management relationship. Facilitates ongoing communication and working relationships with the UAW local and International union leadership, including coordination of joint labor- management committees/work; quarterly state of the company/Union and sourcing meetings; proactively ensures consistent and timely business matters and messages are shared with the Union as appropriate.
4. Promotes employee retention through strong ELR policies and practices, including developing and overseeing positive employee relations strategies which focus on crafting a culture/work environment in which individuals can thrive and having fair and consistent employment policies/practices. Employee retention efforts should align with corporate priorities and cultural initiatives and be contemplated for both bargaining unit and non-bargaining unit employees.
5. Represents BCBSM/BCN in UAW contract negotiations, serving as chief negotiator. Conducts research and planning necessary to prepare for and support contract negotiations. Uses appropriate negotiation strategies to develop bargaining goals and negotiate contracts consistent with the company’s goals and best interests. Leads or provides direction on work stoppage strategies and work plan. Works closely with Corporate Communications on communication strategies and planning regarding the negotiations process and outcomes.
6. Stays abreast of leading and emerging ELR practices. Maintains current knowledge of ELR trends, legal decisions and statutory changes (EEO, ADA etc.). Partners with Human Resources colleagues to ensure compliance with local, state and federal labor and employment laws across Michigan and North America as applicable.
7. Works closely with benefits, payroll, HR Business Partners, Compensation, Inclusion and Diversity and other Human Resources functions to ensure ELR concerns are being addressed, as well as ensuring the Master Labor Agreement is being administered correctly and efficiently. 
8. Manages administration of Master Labor Agreements, provides interpretation of labor contracts to leaders, employees, HR staff and develops the appropriate course of action as needed to support the business. Provides guidance to leaders and Human Resources staff on the interpretation of HR policies as needed.
9. Collaborates with business leaders and Human Resources Business Partners to advance business initiatives in a manner that effectively manages employee and union impacts. 
10. Ensures all policies, processes and practices regarding ELR are up to date, relevant, communicated and working well. In particular, ensures the employee performance improvement process and all involuntary termination processes including reductions in force are documented and well executed.
11. Represents the company on employee and labor relations legal issues, including overseeing the processing of grievances and arbitrations. Works closely with Legal on all employment related legal matters.
12. Establishes goals and tracks goal attainment for the ELR function and team. Ensures the ELR Team is highly skilled, engaged and performs at a high level. Promotes team members’ continuous training and development as needed.
13. Collaborates closely on employee related matters with other corporate functions such as Facilities, Security, Communications, IT, Procurement and Legal.
14. Effectively manages employee related investigations from those of a routine nature up to and including high profile and sensitive employee matters.
15. Works closely with BCBSM subsidiaries providing guidance and oversight related to ELR issues and management. Ensures consistency of ELR policies and processes as appropriate.
16. Oversees and manages the relationship with key vendors that support ELR functions, such as FMLASource, Workplace Options, Equifax, Right Management - outplacement services.
17. Represents Human Resources at the Audit Committee of the Board of Directors regarding Employee and Labor Relations practices and presents an annual summary of employee code of conduct-related violations. Provides labor updates to the BCBSM Board of Directors and to the Executive Committee of the Officers Committee as required.
18. Oversees the development and administration of the department budget.

EDUCATION AND EXPERIENCE 

1. Bachelor’s degree in human resource management, employee relations, organizational behavior, business administration, or related area required. Master’s degree preferred.
2. Ten years’ experience in human resources leadership roles required.
3. 5 years’ experience leading an ELR team and/or labor strategy/approach, with significant experience in a labor environment required.
4. Experience as a chief negotiator for large, complex labor contracts required.
5. Experience presenting information to a Board of Directors is preferred.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

OTHER SKILLS AND ABILITIES 

1. Provides rich hands-on experience in human resources management and employee and labor relations, union negotiations and has broad understanding of core HR functions.
2. Strong understanding of the role of union/management relationship in a large industry.
3. Knowledge of human resources functions, policies and practices, as well as applicable labor laws and regulations.
4. Promotes and fosters an inclusive environment for all employees.
5. Is skilled in and has experience with leading complex employee related investigations.
6. Is skilled in project management related to ELR project and program implementation.
7. Is skilled in and has experience with leading and executing workforce reductions.
8. Excellent analytical, organizational, problem resolution, verbal and written communication skills.
9. Ability to work with and influence positive relationships among diverse populations.
10. Ability to partner with business units and enterprise units on human resources issues involving labor and employee relations.
11. Ability to build credibility with key executives and human resources team.
12. Ability to motivate and inspire top performance.
13. Possesses good interpersonal, communication and presentation skills.

SUPERVISORY RESPONSIBILITIES 

Directly supervises a varied number of employees in the designated department(s). Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring and training employees; planning, assigning and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

ADDITIONAL INFORMATION 

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. This job description does not constitute a contract for employment.