JOB SUMMARY:

The Manager, Employee Relations (“ER”) will support the creation and implementation of company-wide strategies to enable decisions that are consistent with company policies, values & culture. This role provides business partners with ER expertise and services, including conducting complex investigations related to Company policies, determining investigation findings and recommendations, drafting various investigation-related documents, advising on a wide-range of ER issues, and interpreting policies and practices. The Manager, ER will also help on various projects, including assessment of organizational changes, ER data and analytics, and ER training. The Manager, ER must be able to perform work with little supervision, exhibit strong written and verbal communication skills, handle a wide range of complex and highly sensitive employment situations, and skillfully interact with employees at all levels of the organization.

QUALIFICATIONS AND REQUIREMENTS:

• Bachelor’s degree in business, human resources, psychology, sociology, industrial labor relations, and/or equivalent work experience.
• Minimum of 5 years leading an employee relations or labor relations business function/department.
• SHRM-CP, SHRM-SCP, CLRP, Certified Employee Relations Professional preferred.
• Juris Doctorate preferred.
• In-depth knowledge of employee relations, complex workplace investigations, federal and state laws / regulations.
• Strategic thinker, with demonstrated experience translating strategic goals/concepts into action plans and implementing initiatives at an operational level.
• Excellent decision-making, problem solving, critical thinking and root cause/analysis skills.
• Strong written and verbal communication skills and exceptional analytical, reporting, and presentation skills are required.
• Ability to transition between strategy and day-to-day operations while leveraging capability and capacity of the team.
• Self-starter with the ability to prioritize work independently and the discernment to escalate issues appropriately.
• Superior ability to demonstrate consultative and credibility assessment skills and comfort in expressing rationale supporting said assessment.
• Demonstrate command with all levels of audiences and approaches work in a positive and constructive manner. Strong influencing and conflict resolution skills.
• Ability to handle highly sensitive and confidential matters with compassion and equity.
• Highly collaborative, confident, and comfortable interacting and communicating with and within all levels of the organization.
• Proven ability to make judgment calls and sound, ethical decisions displaying a heightened level of responsibility, confidentiality, integrity, and professionalism.
• Superior consultative skills and proven record of managing multiple projects from beginning to end.
• Detail-oriented with an unwavering commitment to pursue relevant and accurate information. Superior planning, time-management, and organizational skills.
• Ability to work independently and be part of a team environment while developing highly effective and valued professional relationships with peers, colleagues, and cross-functional teams.

COMPUTER SKILLS:

• Proficient with Microsoft Office Suite, Outlook, and Teams
• HRIS and Ethics Reporting Systems
• Experience with ADP is a plus

• Provide day-to-day leadership and serve as a primary point of contact on employee relations matters. Lead and cross functional teams to conduct timely, objective, and thorough internal investigations including but not limited to allegations of harassment, discrimination, accommodation, and retaliation and prepare all required documentation.
• Engage with employees and leadership across the organization to enable business strategies, conduct ER related assessments and investigations, and discuss continuous improvement opportunities to foster a positive employee experience and promote employee advocacy.
• Proactively identify, develop, implement, and sustain integrated ER-related strategies and solutions.
• Promote knowledge, understanding, and compliance with regard to company policy and relevant employment laws through coaching, presentations, and training.
• Maintain detailed and accurate accounts of investigations with timely memorialization of the notes and supporting documents into the case management system.
• Produce written material in a logical and comprehensive manner for internal and external audiences.
• Proactively identify and analyze ER data/metrics for themes, trends, and root cause identification.
• Share findings with key partners in order to develop and deliver an integrated plan that links to organization and people strategies, helping to advance the deliverables and priorities of the company.
• Collaborate with HR Business Partners, Home Office, Program Operations and other functional teams in order to advance the work.
• Engage partners as necessary, to include Legal, Management Audit and Risk Management.
• Lead project work to include thought partnership, training, research, and other contributions that support the business.
• Serve as a role model, demonstrating the value proposition for diversity, equity, and inclusion and advocating the company’s culture and core values.
• Engage with Human Capital team to assist with advancing investigations and other ER initiatives as needed/directed.
• Serve as a subject matter expert and escalation point on policy, employment laws and regulations and is a trusted advisor to leaders and colleagues on workplace concerns.