Employee Relations Partner

The Employee Relations Partner is responsible for establishing fair and consistent application of policies for all employees. Uses an established and fair approach to holding staff accountable to performance and conduct expectations. Seeks to provide understanding and support to the review of all employee actions/conduct through consultation with leadership, with the Human Resources Business Partner as a strategic partner.

Key Responsibilities

HR Business Partnership & Strategic Consultation

• Supports the respective business units to align HR activities with business unit objectives.
• Consults with all levels of management and leadership to provide HR guidance and decision support.
• Makes data-informed recommendations to business partners based on HR related issues, levering and presenting HR metrics.
• Maintains an up to date understanding of organization and business unit strategy in order to provide the most relevant HR advice and consultation.
• Provides guidance and input on employee coachings, corrective action, & grievance resolution.
• Supports leadership and change agent both for the HR team and the organization.
• Collaborates with other members of the HR Management/Leadership team to ensure consistency in processes, HR philosophy and support level.

Employee Relations, Performance Management & Engagement

• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations, including the investigative interviews, documentation, and action plan(s).
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, corrective actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Partners with leadership and employees to continuously enhance engagement, productivity, retention and overall team performance.

Conflict Resolution & Mediation for Employee Support

• Addresses worker-manager disputes, interpersonal complaints, and formal grievances
• Provides HR policy guidance and interpretation, as the subject matter expert on HR organization policy, updating policies and procedures as needed.
• Provides a high level of customer service to internal customers by adapting communication styles and methods to ensure effective collaboration and communication.
• Investigations: Conducts thorough, impartial investigations into workplace complaints, misconduct, regulatory investigations, compliance concerns or policy violations.
• Assists with support/document preparation for Unemployment Claims Management process, including thoroughly responding to and attending unemployment claims hearings.
• Ensures various letters, memos and notifications are issued and documented, including but not limited to Separation letters, Transfer/Promotion letters, telework agreements, notification memos, etc.
• Policy Guidance: Interprets company policies, ensures consistent application across teams, and maintains compliance with labor and employment laws.
• Manager Coaching: With support from/to the HRBP's, advises supervisors and leadership on how to handle difficult employee issues, performance management and coaching, corrective or disciplinary actions.
• Culture & Risk Management: Focuses on reducing legal exposure, supporting restructuring, and fostering a transparent, productive work.

Compliance, Employment Law & Regulatory Reporting

• Maintains an in-depth knowledge of federal, state and local employment law and best practices related, particularly Title VII of the Civil Rights Act, the Americans with Disabilities Act and leave related laws.
• Participates in and executes successful completion of required regulatory reporting and data management as assigned by HR leadership.
• Participates in external and internal audits/review and compliance monitoring, ensuring that pertinent HR documentation, requested information and other requirements are furnished and in compliance.

Job Documentation & Organizational Support

• As needed, reviews job descriptions, collaborating with leadership to ensure a thorough and accurate job description and competitive pay grade.
  

Experience

• Minimum of 5 years’ experience in Human Resources with a minimum of 3 years of employee relations experience to include performance management, corrective/disciplinary action and conducting investigations required.
• 3-5 years of experience consulting with senior leadership teams, with a proven track record of prior healthcare experience preferred.
  

Education

• Bachelors Degree in Human Resources, Business Administration, or related field required.
• Masters Degree in Human Resources, Business Administration, or related field preferred.
  

Certifications

• Professional Human Resources Cert preferred.
• Society HR Mgmt - Certified Professional preferred.
• Society HR Mgmt - Senior preferred.