Director of Labor Relations

The vision of EOVS is to ensure that Massachusetts is a place where all veterans and their families have awareness of and access to the benefits and to the services earned, that they are respected for the service they have rendered and are able to live healthy and productive lives.

The Director of Labor Relations reports to the Secretariat General Counsel. In this role, the Director of Labor Relations will be responsible for liaising with multiple unions and union representatives at all EOVS locations. Additionally, the Director of Labor Relations will provide advice to management on Collective Bargaining Agreements and assist in implementing the organization's goals while adhering to union agreements.

The Director of Labor Relations will be an experienced professional in labor relations, human resources, and ideally with experience managing in a multiple union environment.

MAJOR RESPONSIBILITY AREAS

1.Develop and exercise an efficient system of control for planning, implementation, coordination, monitoring and evaluation of labor relations processes; identify process improvement opportunities and implementation strategies and initiate appropriate action; ensure that labor relations priorities and strategies are established, communication and action plans are developed and effectively implemented; ensure collaborative problem solving and decision-making processes.

2. Plan, direct, monitor and evaluate grievance administration processes; design and implement management controls and coordinate tracking efforts; evaluate and improve communication strategies; identify process improvement opportunities and implementation strategies; facilitate operational problem solving and decision-making; provide technical assistance to managerial staff in agencies and regional offices.

3. Plan, direct, monitor and evaluate contract administration processes; design and implement training programs for managers and supervisors on contract provisions, employment laws, rules and regulations, policy and current and emerging issues; design and implement management controls and coordinate tracking efforts; evaluate and improve communication strategies; identify process improvement opportunities and implementation strategies; facilitate operational problem solving and decision-making; provide technical assistance to managerial staff.

4. Plan, direct, monitor and evaluate disciplinary action processes; support appointing authority through communication, documentation and corrective language; ensure consistency in operational decision-making within facilities and across statewide offices and that established defensible standards of practice are followed; design and implement management controls and coordinate tracking efforts; evaluate and improve communication strategies; identify process improvement opportunities and implementation strategies; facilitate operational problem solving and decision-making; provide technical assistance to managerial staff.

5. Provide functional supervision of the agency and local facility management staff in matters of discipline administration, contract administration and grievance administration.

6. Plan, direct, monitor and evaluate negotiation and bargaining processes; establish secretariat leadership role in contract negotiations including development and adoption of contract language, role at the bargaining table and an expanded role in discussions involving reopening of a contract.

7. Provide support and technical assistance for investigations of workplace violence harassment, harassment and domestic violence complaints and initiate appropriate action. Actively promote the professional and career development of their employees, including active recruitment, retention and engagement activities. Incumbents in this series are customer focused, including responsibility for ensuring that their staff provide quality customer service. Managers are responsible for fostering a culture of diversity, respect and inclusion. Provide direct supervision over, assign work to, and review the performance of technical, professional, support staff, or other personnel. Incumbents may manage teams in multiple locations.

8. Advise Secretary, EOVS Senior Management, Agency Leadership, and others on policy and implementation strategies; represent Secretary at DET and Retirement Board hearings; assess policy needs, write policy and collaborate on policy adoption and implementation. All other duties as assigned.

Preferred Qualifications:

• Knowledge of Federal/state laws, regulations, policies and procedures governing agency operations.
• Current knowledge and understanding of HR regulations, industry trends, current practices, new development and applicable laws.
• Knowledge of and understanding of labor relations content and interpretation of various collective bargaining agreements..
• Knowledge of labor relations management and development principles and practices.
• Knowledge of collective bargaining policies and procedures, labor relations and civil service.
• Ability to present facts and recommendations effectively in oral and written form.
• Ability to mediate conflicts, coordinate competing interests and work under severe time constraints.
• Ability to adjust to changing situations and be flexible to meet emergency or changing program or production requirements.
• Ability to organize work by establishing operating and/or reporting relations and by assigning the work accordingly.
• Ability to build and/or maintain friendly, reciprocal, professional relationships and networks of contacts.

Qualifications

Minium Entrance Requirements:
Applicants must have at least (A) six (6) years of full-time or, equivalent part-time, professional, administrative, supervisory, or managerial experience in business administration, business management, public administration, public management, clinical administration or clinical management of which (B) at least two (2) years must have been in a project management, supervisory or managerial capacity or (C) any equivalent combination of the required experience and substitutions below.

Substitutions:
I. A certificate in a relevant or related field may be substituted for one (1) year of the required (A) experience.
II. A Bachelor's degree in a related field may be substituted for two (2) years of the required (A) experience.
III. A Graduate degree in a related field may be substituted for three (3) years of the required (A) experience.
IV. A Doctorate degree in a related field may be substituted for four (4) years of the required (A) experience.

For Management MV-MXII

A criminal and tax history background check will be completed on the recommended candidate as required by the regulations set forth by the Executive Office of Health and Human Services prior to the candidate being hired. For more information, please visit http://www.mass.gov/hhs/cori

Education, licensure and certifications will be verified in accordance with the Human Resources Division's Hiring Guidelines.

Education and license/certification information provided by the selected candidate(s) is subject to the Massachusetts Public Records Law and may be published on the Commonwealth's website.

If you require assistance with the application/interview process and would like to request an ADA accommodation, please click on the link and complete the Reasonable Accommodation Online Request Form .

Comprehensive Benefits

When you embark on a career with the Commonwealth, you are offered an outstanding suite of employee benefits that add to the overall value of your compensation package. We take pride in providing a work experience that supports you, your loved ones, and your future.

Want the specifics? Explore our Employee Benefits and Rewards!

An Equal Opportunity / Affirmative Action Employer. Females, minorities, veterans, and persons with disabilities are strongly encouraged to apply.

The Commonwealth is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, disability, national origin, veteran status, or any other basis covered by appropriate law. Research suggests that qualified women, Black, Indigenous, and Persons of Color (BIPOC) may self-select out of opportunities if they don't meet 100% of the job requirements. We encourage individuals who believe they have the skills necessary to thrive to apply for this role.