Park Nicollet is hiring a Senior Employee and Labor Relations Consultant. The Senior Employee and Labor Relations Consultant serves as a senior-level expert, strategic advisor and subject matter expert in employee and labor relations across the Organization. This role is responsible for executing Organization wide employee relations strategies that align with Organizational goals, foster a positive workplace culture, and ensure compliance with all applicable employment laws and regulations.
This role is responsible for supporting the labor relations strategies and implementation. Depending on the assigned areas, the Senior Consultant will provide labor relations support, including contract interpretation, grievance resolution, and collective bargaining negotiations. This role requires exceptional judgment, strategic thinking, and the ability to influence at all levels of the organization.
This role is responsible for ensuring consistent interpretation and application of HR policies and Collective Bargaining Agreements, while maintaining compliance with federal, state, and local employment and labor laws. Acting as a trusted partner to leadership, the Senior Consultant provides expert guidance on complex performance management issues, workplace investigations, and employee conduct matters. This position leads the resolution of high-risk and high-impact cases, collaborating with legal counsel, compliance, and other stakeholders to mitigate organizational risk and promote a positive work environment.
This role provides thought leadership in the implementation of labor and employee relations frameworks, policies, and training programs that promote consistency, equity, and legal compliance. The Senior Consultant plays a key role in educating and coaching leaders and colleagues on employee relations best practices, legal considerations, and policy interpretation. This role also oversees responses to external legal and regulatory inquiries, including EEOC charges, employment litigation, regulatory compliance surveys, and compliance audits and other governmental inquiries.
Education, Experience or Equivalent Combination: Bachelor’s degree in Human Resources, a related field or an equivalent combination of education and/or experience At least five years of progressive experience in employee and/or labor relations or equivalent or related. Demonstrated experience managing moderately complex to complex investigations and advising senior leaders. Experience responding to regulatory agencies (e.g., EEOC, MDHR, WDWD).
Licensure/ Registration/ Certification: NA Knowledge, Skills, and Abilities: Expert-level knowledge of employment and labor law and HR best practices (e.g., FMLA, ADA, Title VII, FLSA). Experience working in union and non-union environments. Strong investigation, problem solving, conflict resolution, coaching and negotiation skills are all critical to this role.
Ability to influence and coach leaders at all levels. Ability to manage multiple cases with high complexity. Ability to lead cross-functional initiatives and mentor other ER professionals.
Strategic thinker with strong business acumen. Exceptional leadership, communication, and influencing skills.
Education, Experience or Equivalent Combination: Master’s degree in Human Resources, or related field preferred or an equivalent combination of education and/or experience. NA Licensure/ Registration/ Certification: PHR/SPHR certification. Knowledge, Skills, and Abilities: NA
50% - Employee and Labor Relations Consultation Provide expert guidance and policy interpretation to leaders, colleagues, and HR partners on employee and labor relations matters, including policies, union collective bargaining agreements, and employment laws. Ensure consistent application of policies and compliance with all applicable laws and regulations. Acts as a mediator between disagreeing parties to bring fair resolution to situations involving conflict.
Acts as a mediator between disagreeing parties to bring fair resolution to situations. Conduct and manage complex investigations into policy violations or legal concerns (e.g., harassment, discrimination, workplace violence, confidentiality breaches). Document findings and recommend appropriate resolutions, including corrective action.
Advise leaders and HR partners on performance management, including coaching, corrective action, and terminations. Assess risk, recommend appropriate actions, and review/approve corrective actions and terminations to ensure fairness and legal compliance. Creates and conducts on-going training of leaders regarding employment/labor law, policies and the performance management process including curriculum development and delivery. 25% - Labor Relations and Union Engagement Provide labor relations support as needed based on assigned areas.
Investigate and respond to grievances in accordance with collective bargaining agreements and organizational policy. May lead special negotiations, negotiate Letters of Understanding, participate in preparation for main negotiations, and/or participate in such negotiations, union awareness planning, and participate in strike planning. Represent the organization in labor – management committees, arbitrations, and grievances.
Foster collaborative relationships with union leadership to support organizational goals. 10% - Accommodations Partners with leaders, HR partners and Employee Health on leave administration, ADA accommodations, and return-to-work programs, providing guidance to ensure consistent, compliant, and supportive employee experience 10% - Legal and Regulatory Response Lead or support responses to employment-related legal matters, including EEOC/MDHR/WDWD charges, DOL complaints, lawsuits, and attorney demand letters.
Prepares requests and represents the organization in regulatory compliance surveys. Represent the organization in mediation, settlement discussions, and employment-related proceedings. Responds to Unemployment Compensation claims and represents organization at unemployment hearings. 5% - Data Analysis, Reporting, and Continuous Improvement Reviews analysis of ER/LR data to identify trends, risks, and opportunities for proactive intervention.
Review local seniority reports. Develop reports for their leader and senior leadership with actionable insights. Drive continuous improvement by evaluating the effectiveness of ER/LR programs and recommending enhancements. *Job description rankings/percentages are intended to reflect normal averages over an extended period of time, and are subject to daily variances.
Quality and efficiency standards should at no time be compromised to meet the average expectations expressed above.
s are subject to change to accommodate organization or department needs.