Hybrid based role with an on-site requirement of Monday, Tuesday and Thursday.
Job Description:The Employee Relations Partner reports to the Executive Director, Human Resources, and provides HR support working with centralized Centers of Expertise and the HR Business Partners on HR service delivery related to employee and labor relations matters for Beth Israel Deaconess Medical Center and its affiliates. Provides consultative support and partnership to assigned leaders and employees to drive employee and labor relations initiatives and objectives. Coordinates activities and ensures successful achievement of objectives related to positive employee relations initiatives, employee engagement and labor relations support. The Employee Relations Partner is also responsible for conducting thorough investigations into employee complaints, misconduct, and other workplace issues, providing recommendations for resolution and disciplinary action and ensures compliance with federal and state employments laws including those related to wages, hours, safety and discrimination.
Duties include:
- Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations into misconduct, policy violations, discrimination, harassment and other violations of labor and employment laws
- Assists with implementation of disciplinary action and performance management
- Maintains in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required
- In collaboration with the HRBP provides day to day performance management guidance to line management (e.g. coaching, counseling, career development, disciplinary actions)
- Works closely with management and employees to improve work relationships, build morale and increase productivity and retention
- Provides HR policy guidance and interpretation
- In collaboration with COE, provides support with contract interpretation, grievance resolution and general labor relations support for existing collective bargaining units. Serves as a liaison between employees, unions, and management, facilitating communication and understanding.
- In collaboration with COE, provides support in implementation of positive employee relations programs and initiatives, including, but not limited to, providing training to managers on employee relations best practices and labor laws.
- Analyzes data, identifies trends and develops strategies in collaboration with COE, Relations as well as HR Business Partners for improving employee relations.
Requirements:- Bachelor's degree in Business, HR, or related field required.
- At least 5-7 years in Employee Relations/Labor Relations, or Human Resources Business Partner role.
- Must have demonstrated strong, independent experience with employee relations issues and/or investigations; labor relations experience strongly preferred.
- Experience effectively managing and resolving employee relations matters, including conducting investigations, as needed.
- Demonstrated experience conducting complex investigations and writing clear, objective reports.
- Strong working knowledge of relevant federal, state, and local employment and labor laws (e.g., FMLA, ADA, Title VII, FLSA, EEO, etc.).
- Experience working in a cross-functional team environment.
- Excellent interpersonal, facilitation, communication and consulting skills.
- Ability to assess needs, influence, collaborate and partner at all levels across the organization.
- Ability to work well under pressure and flexible in adapting and responding to changing situations.
- Advanced skills with Microsoft applications which may include Outlook, Word, Excel, PowerPoint or Access and other web-based applications.
- May produce complex documents, perform analysis and maintain databases.
Pay Range: $100,000.00 USD - $130,000.00 USD
The pay range listed for this position is the annual base salary range the organization reasonably and in good faith expects to pay for this position at this time. Actual compensation is determined based on several factors, that may include seniority, education, training, relevant experience, relevant certifications, geography of work location, job responsibilities, or other applicable factors permissible by law.
