Human Resources Labor Relations

LUIS PADILLA, JR.

Cell 708-***-****

***************@**.***

QUALIFICATION SUMMARY

Bi-lingual (Spanish) Attorney and Human Resources/Employee and Labor Relations Leader

Skilled negotiator and leader of employee relation’s activities, representing employers through collective bargaining, grievance process and at arbitration hearings. Expertise in employee relations, collective bargaining, organizational development, hiring and selection best practices, design and implementation of business strategies to meet client objectives, creating a fair, respectful, diverse world class culture that enables employees to contribute their very best.

WORK EXPERIENCE

Penske

Contract Director Labor Relations

Sep 2023 - Reading, Pennsylvania, United States · Remote

Regional responsibility for all labor relations matters within the Western United States, Mexico and Canada

Collective Bargaining - Primary spokesperson, strategically planning, preparing, conducting negotiations on behalf of Penske Logistics and Penske Truck Leasing.

Arbitration - 1st Chair counsel charged with planning, preparing, and advocating on behalf of Penske Logistics and Penske Truck Leasing

Develop and maintain effective relations with counterparts in organized labor.

Advise and counsel to Corporate and Field Operations stakeholders on labor agreement administration and all areas of labor law.

Conduct discipline and discharge reviews and provide guidance for effective grievance handling.

Perform liability assessments and recommendations to mitigate risk as it relates to Multi-Employer Pension and or Health Care Plans

Develop and conduct training for labor agreement administration and labor relations orientation, and positive employee relations.

Conduct due-diligence and provide labor relations advice on acquisitions and or new business ventures involving union represented operations.

Manage the preparation and presentation of charges related to the National Labor Relations Act.

Provide cross functional support for Labor Relations Strategic Initiatives

Providence-Swedish Health Care 3/2022-8/2023

Seattle, WA

Director, Labor Relations Northern Geographies

Providence Swedish has served the Puget Sound region since the first Providence hospital opened in Seattle in 1877 and the first Swedish hospital opened in 1910. The two organizations affiliated in 2012 and today comprise the largest health care delivery system in Western Washington, with 22,000 caregivers, eight hospitals and 244 clinics.

Essential Duties and Responsibilities:

In partnership with legal, operations, field human resources and caregiver relations, provide leadership and overall direction on all labor relations services in support of the organization’s strategic priorities, organizational goals, and objectives.

Proactively identify internal and external labor relations trends and issues, including union legislative and organizing strategies. Collect, analyze, interpret, and prepare reports on labor activity. Develop recommendations to translate this information into action and recommendations for use in setting and adjusting strategies and plans.

With legal counsel, partner with field human resources and caregiver relations to administer ongoing labor relations activities including complex, high risk grievances, support for requests for information, response to unfair labor practice charges, contract language interpretation, and contract implementation.

In partnership with legal counsel, field human resources, human resources COEs and operations leaders, design and implement negotiation strategies including, but not limited to, communications, government relations, stakeholder engagement and bargaining team management.

Advise on and prepare contract proposals for bargaining. Manage the bargaining process and contract implementation.

Use subject matter expertise to advise leaders, caregiver relations and field human resources on labor issues.

Lead development and implementation of labor related communications and training programs for core leaders including content and delivery approach for labor programs and processes.

Develop strategies and recommendations for enhanced caregiver and core leader experience.

Use measurements to predict needs and signal course correction. Prepare and present metrics that monitor and assess labor relations related activities and assure the strategies and tactics are on target to meet organizational needs.

Prospect Medical Holdings 8/2019 to 2/2022

National Director Labor

Relations, Lead Negotiator

Los Angeles, CA

Prospect Medical Holdings, Inc. is an innovative healthcare services company that owns 13 hospitals, with a total of 2,258 licensed beds, as well as 40 clinics and outpatient centers. Prospect also manages the provision of healthcare services for over 265,000 members enrolled in its networks of over 8,900 primary care physicians and specialists. Prospect’s hospitals are located in diverse, high-density population areas within markets in California, Pennsylvania and across the East Coast.

Essential Duties and Responsibilities:

A strategic partner to national HR business partners, operations and legal teams. Corporate culture driver aligned human resource policies, practices, and strategies in support of short- and long-term business plans, as well as operating and financial objectives in both union and non-union environments.

Developed and guided implementation of a nationally focused labor standard that fully supported the business strategy across multi-state healthcare system.

Provided proactive insight and relevant counsel to senior leaders on all labor and employee relations issues.

Partnered closely with the executive leadership team to develop and leverage innovative programs that inspired employees and the organization around common goals, vision and values to enable the company to continue to expand, grow and transform.

Recommended, pursued and implemented HR programs and best practices that aligned with business objectives and improved employee satisfaction.

Coached local site leadership, HR Business Partners and Field HR professionals in recognizing key areas or “trigger points” that would threaten overall employment satisfaction assuring a culture that is proactive, assertive and solution oriented, immediately addressing employee issues at all levels that impacted a positive employee work environment.

Developed a strategic employee communications strategy that supported the business objectives and provided for open, two-way communication across all functions and levels of the hospital healthcare network to foster a positive employment environment.

Effectively partnered with all stakeholder functions, listened to and addressed opportunities through survey results, employee dissatisfaction, and/or other challenges to the employer-employee bond the system sought to maintain with its workforce.

Madison Gas & Electric

Madison, WI

Director of Employee Relations 8/2017 to 7/2018

Essential Duties and Responsibilities:

Represented management as chief spokesperson in two collective bargaining negotiations with two labor unions, developing and implementing bargaining strategy to meet corporate objectives.

Successfully completed negotiations of two five-year collective bargaining agreements within a three-month negotiating window, the longest contract length in employer history

Successfully negotiated a 2.5% increase in workforce contribution to premium over the life of the agreement

Provided Executive team and all levels of management advice and counsel on labor and employment matters

Monitored and researched developing employee and labor relations trends, strategically assessed corporate implications, and recommended solutions to increase employee productivity, improve employee morale and business cost containment.

Worked collaboratively with human resources, internal and external counsel to address and resolve employee relations and labor matters.

Responsible for contract administration, grievance processing, evaluation and resolution

Milwaukee County, WI

Director of Employee Relations 7/2014 to 7/2017

Reported to Chief Human Resources Officer and Milwaukee County Executive.

Supervised twelve field Human Resources Partners and twenty total staff to ensure that 4600 Milwaukee County employees’ needs were met relative to employee relations, recruitment, and compensation.

Formulated Human Resources policies and employee relations objectives, aligned with Milwaukee County vision and strategy.

Advised and supported all County departments on employee relation’s matters to ensure effective performance management, discipline and open employee communications.

Developed policies, procedures and programs; provided interpretation, guidance and training of Human Resources policies and procedures.

Determined and recommended employee relations practices necessary to establish positive employer-employee relations and promote a high level of employee morale and motivation.

Conducted complex internal investigations and coordinated employee complaint mechanisms

Monitored disciplinary action process and supported application of Human Resources policies and procedures.

Responsible for overseeing procedures and programs; ensured compliance with state, federal and local laws.

Managed County unemployment compensation claims. Managed employee separation process.

Monitored the implementation of County performance improvement plan, responsible for performance evaluation management, including guiding management team members managing performance initiatives.

Responsible for negotiation and administration of six collective bargaining agreements.

Private Practice Employment Attorney 1994 – 2014, 2018

Employee and Labor Relations

In-house counsel experience in organizations of 10,000 or more, evaluating, managing employment related matters, employee relations, civil rights litigation, contract negotiation and administration, interpretation, representation of employers in arbitration proceedings, training, compliance, risk mitigation, labor litigation and strategy, investigation of civil rights charges and formulation of complaint response.

Counsel regarding disciplinary actions, terminations, employment and separation agreements

Prepared position statements responding to discrimination charges, National Labor Relations Board charges, provided organizational advice regarding information requests, subpoenas and court orders.

Managed federal and state litigation, administrative proceedings and arbitrations involving employment law matters before State and Federal agencies.

Organizational liaison with outside counsel relative to employment matters, including oversight of outside counsel, case discovery and case resolution.

Managed teams of human resources professionals, paraprofessional and support staff

Track record of contract review and analysis, identification of strategic opportunities and gaps, determining solutions and implementation, and creating written policies consistent with ethical practices.

Represented employers in court proceedings, administrative hearings, and governmental investigations and inquiries.

Successfully coordinated union campaigns maintaining employer union free status

EDUCATION

LOYOLA UNIVERSITY CHICAGO School of Law

Master of Laws in Health Law

GOLDEN GATE UNIVERSITY School of Law, San Francisco, CA

Juris Doctorate

LOYOLA UNIVERSITY CHICAGO

Bachelor of Science in Applied Psychology

Admitted to the Practice of Law in Wisconsin and Illinois

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