Are you a progressive leader who is willing and able to empower your team by giving them the tools and resources that allow them to grow and develop?
Are you solid in your subject matter knowledge of employee relations, allowing you to then be a transformation leader? Are you comfortable guiding your team through change while living in the grey?
Do you seek first to understand when approaching discussions in the decision-making process? Have you demonstrated the art of asking thought provoking questions which will lead to uncovering the missing puzzle pieces, and do you approach inquiries knowing It's possible that the truth isn't where you think it is?
Do you have a solid track record of building strong relationships with leadership and creating a connected culture based on open communication and trust?
Do you believe in treating all employees respectfully — just as you would want to be treated if you found yourself in their position, and do you see yourself in the role of providing guidance to both the employee and management throughout the process?
Can you identify what underlies employee satisfaction and resolve matters that cause dissatisfaction in the workplace? Are you confident in developing action plans and establishing goals for correcting workplace challenges?
- Responsible for directing the employee relations department, including strategic planning, budget management, staffing resource and development, and the building and enhancement of employee relations support for the organization. These responsibilities include creating and improving policies, programs and processes.
- Directs and collaborates with leadership to develop valuable and innovative programs to the organization, build accountability, emotional intelligence, cultural success, employee engagement and fair treatment.
- Manages employee relations professionals and the day-to-day activities of the employee relations department.
- Partners with employees and management to communicate various human resources policies, programs, procedures, employment laws and regulations.
- Leads and coaches the work of the employee relations team to respond to employee and leader relations issues, including the review of situational circumstances, facts, intuitive investigation and successful coaching, navigation and influencing of employee relations matters to a successful resolution. Works with counsel as needed on responses to employment complaints, investigations and litigation.
- Leads the employee relations team in assisting leaders in investigations, and seeks to resolve employee grievances, policy violations, performance and conduct concerns and coordinates the response to such grievances and complaints.
- Coaches, counsels and guides managers on employee relations issues, reasonable suspicion drug/alcohol tests, reasonable accommodations, and on the execution of employee corrective actions. Plans and attends counseling and exit conferences with executive leaders as required or requested.
- Demonstrates an understanding of the labor agreements and, in collaboration with the Director of Labor Relations, works to ensure compliance with the Memorandum of Agreements and resolve union grievances at steps one and two of the grievance process.
- Oversees the response to unemployment insurance claims and represents the health system at related hearings.
- Participates in staff meetings and committees, and represents the strategies, goals and objectives of the employee relations team. Evaluates reports, decisions, and results of employee relations initiatives.
- Recommends new approaches, policies and procedures to effect continual improvements in the efficiency of the department
- Manages the tracking and records of employee disciplinary actions and grievances, reasonable accommodations, exit interviews, employee investigations, and records of the employee relations department.
- Other duties as assigned by the Vice President of Human Resources.
*Must be able to perform the professional, clinical and or technical competencies of the assigned unit or department.
*Note: These statements are intended to describe the essential functions of the job and are not intended to be an exhaustive list of all responsibilities. Skills and duties may vary dependent upon your department or unit. Other duties may be assigned as required.
- Bachelor's Degree in human resources, business, organizational, psychology or related business degree
- At least 10 years of Human Resources experience, with 5 years prior employee relations demonstrated expertise and at least 3 years of prior managerial experience.
- Demonstrated business acumen and critical and intuitive evaluation skills
- High emotional intelligence, global and culture awareness, relationship management and customer service skills
- Proven ability to handle difficult situations with excellent navigation, influencing consultative and coaching approach
- Demonstrated ability to exercise impeccable discretion, sound judgment and professionalism and build successful collaborative, trusted relationships and postive interaction with employees, leaders and others at all levels of the organization
- Good knowledge of federal and state employment laws, and regulations
- Ability to build, develop and lead a high-performing employee relations team and enhance and grow employee relations programs
- Master's Degree in Human Resources, MBA, or related degree
- SPHR and/or SHRM-SCP certification
- Experience in the health care industry
- Experience working in a unionized environment