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General Information

Work Location: Los Angeles, USA
Onsite or Remote
Flexible Hybrid
Work Schedule
Monday-Friday, 8:00am-5:00pm
Posted Date
10/08/2024
Salary Range: $76200 - 158800 Annually
Employment Type
2 - Staff: Career
Duration
Indefinite
Job #
19430

Primary Duties and Responsibilities

The GME Employee Relations Specialist is responsible for facilitating the development and implementation of GME-specific policies as required by the ACGME and provide guidance to ensure compliance with all applicable institutional policies and collective bargaining agreements.

The GME Employee Relations Specialist collaborates with housestaff organizations, DGSOM and UCLA Health Human Resources, program leadership, and GME leadership on matters involving fair treatment of residents and fellows under policy, application of FML and disability accommodation policies, due process, and complaint resolution. Functions involve the design and administration of procedures and plans related to employee workplace issues such as conduct, due process, communications, policies and procedures.  Applies applicable employee relations concepts and applies policies and procedures to resolve a variety of employee relations issues and situations to the academic and clinical environment.

The GME Employee Relations Specialist will possess a high degree of knowledge in the overall field and recognized expertise in employee relations, graduate medical education, University policies and procedures and the ACGME requirements. They have the ability to analyze unique issues/problems without precedent and/or structure and may manage programs that include formulating strategies and administering policies, processes, and resources. In addition they will work in close collaboration with the GME Dean (DIO) and Director, UCLA Health Employee & Labor Relations, and Legal Affairs. The Employee Relations Specialist must have deep knowledge of employment laws including FMLA/CFRA, Reasonable Accommodation, VAWA/CANRA, HIPAA, HEERA, policy and contract interpretation, EEOC/DFEH/DOJ requirements and experience in conducting investigations of harassment allegations, hostile work environment, HIPAA and workplace behavior. They must have the ability to analyze and draft proposals for negotiations, settlements, and other employment agreements as well as the ability to build relationships and work collaboratively with other UCLA offices (Title IX, Legal Affairs, Compliance Services, Insurance and Risk Management, etc.) and the UC Office of the President.This is a hybrid position but the expectation is to be available onsite as needed, Monday - Friday, during normal business hours.

Annual Salary Range: $76,200.00 – 158,800.00


Job Qualifications

Required:

  • Seven (7) or more year’s progressive experience in HR/employee relations
  • Knowledge of ACGME requirements, health care industry/higher education; and experience in a union environment
  • Understanding of Academic Due Process and the appeals process, and ability to provide guidance to the DIO and GME faculty
  • Skill in writing concise, clear, relevant and persuasive documents, including correspondence, case analyses, investigative reports, policies, etc.
  • Demonstrated presentation skills (i.e. trainings, panels)
  • Knowledge of employment laws including FMLA/CFRA, Reasonable Accommodation, VAWA/CANRA, HIPAA, HEERA, contract interpretation, EEOC/DFEH/DOJ requirements
  • Experience in conducting investigations of harassment allegations, including sexual harassment, hostile work environment, discrimination, HIPAA, workplace behavior.
  • Ability to analyze and draft proposals for negotiations, settlements, and other employment agreements
  • Ability to build relationships and work collaboratively with other UCLA offices (Title IX, Legal Affairs, Compliance Services, Insurance and Risk Management, etc.) and the UC Office of the President
  • MS Office Suite proficiency (MS Word, Outlook, PowerPoint, etc.)

Preferred:

  • Bachelor's degree in related area and/or equivalent experience/training (Master’s degree preferred)


As a condition of employment, the final candidate who accepts a conditional offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; received notice of any allegations or are currently the subject of any administrative or disciplinary proceedings involving misconduct; have left a position after receiving notice of allegations or while under investigation in an administrative or disciplinary proceeding involving misconduct; or have filed an appeal of a finding of misconduct with a previous employer.