The HR Generalist / Employee Relations will lead and champion initiatives that cultivate a work environment where employees feel valued, can be successful and are highly engaged. They will work with cross functional teams to lead employee relations processes related to investigations, education, prevention strategies, communications, quality assurance, standard workflows, and risk areas. They will provide guidance on matters involving performance, behavior, conflict prevention and dispute resolution, and hourly and salaried employment practices and policy. They must have the ability to respond to and evaluate employee relations issues with a high level of customer focus and sensitivity, consistent with best practice guidelines; to recommend a course of action; to utilize case management systems data to identify trends, patterns and prepare regular and ad hoc reports of findings and recommendations.

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business/Management, Organizational Development, Employee Relations or related field. Master’s or PHR and/or SHRM-CP or other related professional certification ideal.
• Minimum five (5) years’ experience in HR policy, Employee Relations, Employment Law, and/or Workplace Investigations.
• Current and active experience with labor relations and conducting workplace investigations in union and nonunion environments.
• Knowledge of collective bargaining including understanding of union process, contract negotiations, grievance handling up through the arbitration level, labor employment law including the National Labor Relations Act.
• Demonstrated knowledge of HR policies and federal, state, and local employment laws and regulations, including but not limited to, EEO, ADA, ADEA, FLSA, Title VII, and FMLA.
• Demonstrated experience building internal and external relationships, with the ability find common ground, build consensus and strengthen collaboration among diverse stakeholders in a culturally competent manner.
• Excellent coaching, facilitation, project management and conflict resolution skills.
• Proficiency using business software applications including MS Suite, Benefits-related systems, and HRIS and/or ability to learn.
• Exceptional written and spoken communication skills to engage effectively with individual contributors, executive leadership, and everyone in between.
• Ability to use discretion and maintain confidential information.

• Provides expert consultative, problem solving, and employment compliance services to managers, employees, Senior Leadership regarding HR policies and practices.
• Ensures that employment practices are legally compliant, meet or exceed standards of fairness, and foster a diverse and inclusive environment.
• Establishes internal processes to ensure appropriate documentation standards, case assignment and capacity management, case audit and weekly ER case reporting.
• Conducts timely, objective, and thorough internal investigations including but not limited to allegations of harassment, discrimination, accommodation, and Code of Ethics/Conduct violations.
• Coaches leaders and emerging talent to develop and enhance their personal leadership style and management effectiveness; creates and delivers ER training.
• Advises program managers on the resolution of employee relations and performance management issues, provide coaching, counseling, progressive discipline, and conflict resolution.
• Develops positive relationships with union representatives and serves as a liaison between union, employee and Union Settlement; consults with legal as needed.
• Use data to identify and analyze employee relations trends and make recommendations to address ER trends and root causes (turnover, stay and exit interviews, under-performers, employee surveys, etc.).
• Implement new and unique ways of fostering performance feedback and career development dialogue between managers and team members.
• Supports the performance management process by providing general consultation, preparation of written warnings, performance improvement plans, coaching, key messaging and other related documents.
• Provides guidance for the annual performance review process; monitors and tracks patterns of employee deficiencies, and necessary areas of skill improvement.
• Keeps a pulse on current labor relations trends, regulatory requirements, and HR practices to recommend programs and improve employee experience.
• Supports additional HR and organizational projects as needed.
• All other duties as assigned.