15 days old

Assistant Director, Employee & Labor Relations

NYU Langone
New York, New York
  • Job Type
  • Job Status
    Full Time
  • Shift
    1st Shift

NYU Langone Health, a world-class, patient-centered, integrated, academic hospital, is one of the nation’s premier centers for excellence in clinical care, biomedical research and medical education.

Located in the heart of Manhattan, NYU Langone is composed of four hospitals – Tisch Hospital, its flagship acute care facility; Rusk Rehabilitation; the Hospital for Joint Diseases, one of only five hospitals in the nation dedicated to orthopaedics and rheumatology; and Hassenfeld Children’s Hospital, a comprehensive pediatric hospital supporting a full array of children’s health services across NYU Langone Health – plus the NYU School of Medicine, which since 1841 has trained thousands of physicians and scientists who have helped to shape the course of medical history.

NYU Langone Health’s tri-fold mission to serve, teach and discover is achieved 365 days a year through the seamless integration of a culture devoted to excellence in patient care, education and research.

For more information, go to www.NYULMC.org.

Position Summary:

Responsible for reporting directly to the VP, Employee and Labor Relations. Implements the Employee and Labor Relations Strategy at the Medical Center. Maintains an effective Employee Relations climate, positive management/labor relationships, labor contract administration, negotiations, the grievance and arbitration process. Provides advice and counsel to employees, managers and department heads in a wide variety of areas including but not limited to conflict resolution, policy development, performance management and reorganizations. Also have overall responsibility for the development and monitoring of appropriate metrics designed to measure the contributions made in the area of Employee and Labor Relations.

Job Responsibilites:

Employee and Labor Relations – Directs the Employee and Labor relations function at NYU Langone Health with Employee Relations managers as direct reports. Ensures that there is consistent and accurate advice, guidance, information, and assistance provided to supervisors, managers and department heads at Langone Health, in policy and contract interpretation, discipline administration and grievance management. Investigates and responds to complaints and charges filed with outside agencies, and represents the medical Center at arbitrations and other third party proceedings as needed.
Serves as the expert on interpretation of the various collective bargaining agreements in place at Langone Health. Ensures issues raised are thoroughly investigated and advice given is consistent, taking past practice into consideration. Provides instruction and advice to department management on proper documentation, investigatory steps and procedures for discipline and termination.
Responds to questions and problems regarding policy interpretation and implementation. Investigates the issues raised and gathers all pertinent data before making a recommendation. Recommends appropriate performance evaluation or disciplinary action as needed. Interprets the collective bargaining agreement for union employees based on an analysis of each situation, maintaining consistency and taking past practices into consideration.
Identifies legally sensitive issues and raise those issues with V.P. Employee and Labor Relations, legal counsel or compliance as necessary. Assists other sections of Human Resources in resolving employee and labor relations issues or concerns. Develops a pro-active preventive problem-solving approach to resolving issues and preventing grievances, in support of the department’s goal to develop commitment among the workforce in achieving Langone Health’s priorities.
Grievance Administration – Responsible for the overall management of the grievance process for union staff, and facilitates discussions to resolve disputes between management and staff. Ensures compliance with appropriate timeliness and productivity measures, and that employee relations managers properly prepare department representatives for grievance meetings.
May serve as objective advocate or impartial hearing officer when important third step grievances issues are initiated on behalf of union employees. Ensures that all third step decisions reflect a thorough review and analysis of the facts presented, the testimony of any witness, past practice and the law on the issues presented. Reviews and determines which cases should be resolved or allowed to proceed to arbitration if pursued by the Union. Drafts and implements appropriate agreements when settling grievances.
Arbitration – Manages the development of Langone Health’s position/argument for cases proceeding to arbitration. Oversees the negotiation of terms of settlement for grievances in lieu of arbitration. Ensures that a thorough analysis is completed for each arbitrations and third-step grievances specifying the strengths and weaknesses of the positions of both parties.
Provides direction and support to Legal Counsel in preparing for and representing Langone Health at arbitrations and third-party proceedings as required. When appropriate testifies on behalf of Langone Health in arbitrations. Contacts departments to notify and explain basis for arbitration decisions, and works with department if there are implications for future operational/disciplinary action on the part of management.
Third Party Proceedings – Manages and/or conducts investigation of charges or complaints filed with third party agencies. Interviews supervisors, witnesses and others involved parties to assist in preparation of a response to charge. Works with legal counsel in preparation of response to third party allegations, raised with agencies, including but not limited to, NLRB charges, EEOC complaints, NY State or City Dept of Human Rights charges, etc. Responsible for factual component of submissions in response to third party allegations. Represents the Medical Center at conferences, hearings, etc.
Negotiations – Participates in and/or leads negotiations as assigned, with the various unions who represent employees of the Medical Center, including, Local 1199/SEIU, Local One Security Officers Union, Local 32B-J SEIU, and Local 810 IBT as required. Analyzes the union’s proposal for feasibility of acceptance. Prepares viable counter-proposals as necessary. Identifies and researches potential issues which may arise during negotiations. Consults with other sections within Human Resources to determine the impact proposed contract terms may have on the Langone Health. Consults with Department Heads to ascertain their priorities and the feasibility of their acceptance.
Training – Researches, develops, designs and presents training programs/sessions in all areas of Employee and labor relations. Researches material to develop courses and works with departmental leadership to determine determines future needs.
Legal and Regulatory Compliance – Ensures Langone Health compliance with federal, state, and local regulations pertaining to Labor and Employee Relations. Maintains an awareness of current regulatory requirements, interprets legislation (either new or changes to current) and court decisions on various employee relations issues as they affect Langone Health on an ongoing basis. Meets with representatives of the various regulatory agencies in order to provide them with requested data and ensure compliance. Reviews decisions and recommendations of regulatory agencies and initiates changes in response to deficiencies or regulatory requirements.
Professional Development – Maintains familiarity with trends, issues, and advances in human resources through periodic review of relevant journals or other literature. Is a member of and participates in professional organizations. Identifies and actively pursues a planned program of professional growth through continuing education, etc.
Performs other duties as assigned.
Minimum Qualifications:

Bachelor’s degree in Human Resources Management or related field. Minimum of seven years of progressive experience in Human Resources or a related field of which five years must be in Labor Relations. Team- oriented and adaptable personality. Position requires superior communication skills (written/verbal) at all organizational levels.

Preferred Qualifications:

Master’s degree and supervisory experience preferred.

NYU Langone Health provides its staff with far more than just a place to work. Rather, we are an institution you can be proud of, an institution where you’ll feel good about devoting your time and your talents. And just as our employees invest so much in us, we invest in our employees. We’re pleased to have one of the most competitive compensation packages not only among New York’s hospitals and healthcare institutions, but within the corporate sector as well.

We begin with exceptional medical, dental, and drug coverage. We enhance this basic coverage with comprehensive wellness programs, and supplement those with retirement investment and benefits plans, and generous paid time off allowances. Add to that a very attractive tuition program, and you’ll see just some of the ways that NYU Langone Health demonstrates our commitment to our employees.

NYU Langone Health is an equal opportunity and affirmative action employer committed to diversity and inclusion in all aspects of recruiting and employment. All qualified individuals are encouraged to apply and will receive consideration without regard to race, color, gender, gender identity or expression, sexual orientation, national origin, age, religion, creed, disability, military and veteran status, genetic information or any other factor which cannot lawfully be used as a basis for an employment decision.


We require applications to be completed online.


  • Legal
  • Labor/Industrial Relations
  • Diversity
  • Compensation

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Assistant Director, Employee & Labor Relations

NYU Langone
New York, New York

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NYU Langone
New York, New York

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