Principal duties and responsibilities:
  • Spearheads institutional strategy with respect to organized labor, including managing the negotiation and implementation of Collective Bargaining Agreements (CBA's); strengthening the partnership with union counterparts; ensuring appropriate agency systems, policy, and protocol to meet the organization's labor-relations needs; develops long-term labor relations strategies; and plays a leadership role collaborating across the management team and with the Board of Directors to develop and pursue the organization's labor relations goals.
  • Acts as the primary point person on all matters related to CBA's in coordination with the General Counsel and outside labor counsel.
  • Acts as the primary liaison with unions with bargaining units/putative units at Howard Brown, and manages and responds to union-related grievances in coordination with General Counsel and outside labor counsel, as appropriate.
  • Oversees and conducts the accurate documentation of impartial investigations of union grievances and employee relations matters of all types; and identifies risks, develops mitigation strategies, and recommends appropriate courses of action, in collaboration with HR Business Partner investigators.
  • Collaborates and coordinates with the General Counsel, Vice President of Human Resources, and Human Resources Business Partners on outcomes of employee relations matters, as appropriate.
  • Reviews policies, procedures, learning and development, and best practices of the organization for compliance with applicable employment and labor laws.
  • Manages employee performance issues, responds to potential or actual policy violations, reviews and advises on employee separations, and other workplace matters.
  • Develops and maintains investigation methodology and processes that are consistent across the organization, and identifies employee relations problem areas and provides solutions.
  • Develops training modules and materials specific to investigations and other employment matters.
  • Writes and drafts basic legal documents, including EEOC position statements, settlement agreements, separation agreements, arbitration briefs, and technical correspondence.
  • Ensures that all investigation reports are prepared in a clear, comprehensive, cohesive, and timely manner.
  • Conducts labor law training for HR professionals, managers, and executives on the tenets of labor law; prepares the organization to meet its obligations under the NLRA and applicable CBA's.
  • Supports and leads other initiatives and projects such as policy modifications, workforce trends, best practices, etc., as necessary.
  • Performs related duties as assigned.

Qualifications, Knowledge, and Skills Required:
  • Juris Doctorate from an ABA-accredited law school and license to practice law in the State of Illinois is required.

  • 5 or more years of experience as an attorney in labor and employment law or related field is required.
  • 7-10 years of experience working as an attorney in a non-profit, public service, healthcare, or other related non-law firm environment is required.
  • 5-7 years of related experience with an emphasis on conducting human resources investigations and people management experience is required.
  • Experience in labor relations and labor law, including collective bargaining, grievance resolution, arbitration, unfair labor practices, and other related processes.
  • Experience in alternative dispute resolution including informal negotiation of settlements or other resolutions, mediation, or arbitration.

Knowledge, Skills, and Abilities:
  • Excellent oral and written communication skills are required.
  • Knowledge of both labor law and employment law is required.
  • Knowledge of current federal, state, and local employment laws and trends is required.
  • Knowledge of key areas of employment law, including Title VII, the ADA, statutes enforced by the EEOC, the Illinois Human Rights Act, and other various local and municipal companion statutes addressing discrimination, retaliation, and the general legal obligations of employers is required.
  • Knowledge of and ability to properly lead, administer, and document employment law processes.
  • Knowledge of interactive processes for reasonable accommodations, including the FMLA leave process from preliminary eligibility determinations through the completion of the leave period.
  • Knowledge of, understanding, and commitment to equity, inclusion, and diversity concepts, and that they are broader than just race, ethnicity, and gender.
  • Proficiency in Microsoft Office Suite is required.
  • Ability to provide timely counsel and advise on routine HR-related legal questions arising in the HR team or from managers.
  • Ability to demonstrate self-awareness, in terms of understanding their own culture, identity, biases, prejudices, power, privilege and stereotypes.
  • Willingness and commitment to work with a multicultural and diverse workforce is required.
  • Strong commitment to the mission of Howard Brown Health.

ADA Specifications:
(Physical demands that must be met in order to successfully complete the essential functions of the job)
  • Requires ability to speak audibly and listen actively.
  • Requires ability to use computers, telephones and other office equipment.
  • Requires ability to sit for extended periods of time.
  • May require occasional bending and lifting up to 25 pounds.
  • May require periodic travel.

Equal Opportunity Statement:
Decisions and criteria governing the employment relationship with all employees at Howard Brown are made in a non-discriminatory manner, without regard to race, color, creed, religion, national origin, sex, marital status, pregnancy, disability, sexual orientation, gender identity, veteran status, age, FMLA status, or any other factor determined to be unlawful by federal, state or local statutes.

The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. Management reserves the right to modify, add, or remove duties and to assign other duties as necessary. In addition, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.