Manager, Employee Relations II
General
Summary:
As an integral member of a team, the Employee Relations (ER) Manager is responsible for the management, administration and development of the company's broad approach to Employee Relations, including employee complaints, grievances and concerns; employee entitlements, such as statutory medical leaves and accommodations; employee performance and disciplinary issues, such as Corrective Actions, Performance Improvement Plans and terminations; the employee exit process; and all related policies, procedures and best practices. The ER Manager serves as an employee advocate, while also supporting and counseling managers regarding performance, disciplinary and other workplace issues. ER Managers act independently in the day-to-day discharge of their duties while closely collaborating and aligning with other ER Managers and the ER Director, as well as important Human Resources counterparts such as HR Business Partners.
Duties and
Responsibilities:
Core duties and responsibilities include the following:
Support company, department and manager compliance with all applicable laws and company policies regarding employee rights, entitlements and obligations;
Manage, investigate and resolve employee complaints, grievances and other workplace concerns in an efficient, effective and timely manner, including generating sufficient documentation to protect the company and communicating effectively with all interested parties;
Manage and administer employee entitlements, including statutory medical leaves of absence, reasonable accommodations, worker's compensation and company benefits;
Review, support and process performance and disciplinary actions, including corrective actions, performance improvement plans, and terminations, in an efficient, effective and timely manner;
Coach and support managers regarding the effective and timely resolution of ER matters, including performance management, disciplinary actions, employee entitlements, and employee complaints;
Effectively and consistently consult and collaborate with other ER Managers and ER Director to ensure alignment of ER policy and decision making; consult with Employment Counsel as necessary to ensure compliance with applicable law, company policy and best practices; and coach and consult other Human Resources professionals as necessary regarding workplace issues and polices;
Identify and offer solutions and initiatives regarding broader company policy and cultural issues, employee concerns, management and employee trends, and areas for managerial, workplace, performance management and general ER improvement;
Manage and administer separations and the employee exit process, including effectively off-boarding employees, conducting exit interviews and surveys, and developing useful data and feedback;
Provide management and employee training regarding policies and issues related to Employee Relations; and
Remain current regarding developments in applicable state and federal law, industry and best practices developments related to Employee Relations.
Special Projects & Assignments. Effectively, efficiently and timely manage special projects as assigned, including drafting policies and procedures, identifying and addressing broad management and performance issues, conducting special investigations and managing company-wide Human Resources initiatives and Employee Relations actions.
Local Employee Relations Support:
Effectively and efficiently engage HR Business Partners, as appropriate, regarding employee, manager and workplace issues; and support the HRBP as requested in an effective and timely manner;
Assist in reporting Employee Relations activities to Human Resources, HCA or its parent company's leadership;
Support Corporate Culture initiatives and activities in an effective and timely manner; and
Attend and effectively represent Employee Relations and Human Resources at leadership meetings, as assigned or appropriate.
Knowledge and Skills:
Strong knowledge of applicable State and Federal employment laws, and strong knowledge in developing and implementing Employee Relations principles, policies and best practices.
Strong ability to work independently and effectively to manage, organize and prioritize very busy desk, constant interruptions, and multiple tasks.
Strong ability to collaborate with a team in constructive, productive and efficient manner. Must be able to go along with consensus or direction.
Strong ability to manage multiple projects and analyze data to provide recommendations to senior management on process and business improvements.
Strong written and verbal communication skills; ability to effectively communicate ideas, to coach and facilitate change at all levels.
Good experience conducting presentations and training to large groups.
Intermediate working knowledge of Microsoft Word, Excel and PowerPoint.
Education and
Experience:
Bachelor's Degree.
5-7 years of experience as an Employee Relations Specialist; or 7-10 years of progressive experience as an HR Generalist with significant Employee Relations experience.
Physical Requirements and Working Condition:
Employees in this class are subject to extended periods of sitting, standing and walking, vision to monitor and moderate noise levels. Work is performed in an office environment.
. Apply now!Estimated Salary: $20 to $28 per hour based on qualifications.
Summary:
As an integral member of a team, the Employee Relations (ER) Manager is responsible for the management, administration and development of the company's broad approach to Employee Relations, including employee complaints, grievances and concerns; employee entitlements, such as statutory medical leaves and accommodations; employee performance and disciplinary issues, such as Corrective Actions, Performance Improvement Plans and terminations; the employee exit process; and all related policies, procedures and best practices. The ER Manager serves as an employee advocate, while also supporting and counseling managers regarding performance, disciplinary and other workplace issues. ER Managers act independently in the day-to-day discharge of their duties while closely collaborating and aligning with other ER Managers and the ER Director, as well as important Human Resources counterparts such as HR Business Partners.
Duties and
Responsibilities:
Core duties and responsibilities include the following:
Support company, department and manager compliance with all applicable laws and company policies regarding employee rights, entitlements and obligations;
Manage, investigate and resolve employee complaints, grievances and other workplace concerns in an efficient, effective and timely manner, including generating sufficient documentation to protect the company and communicating effectively with all interested parties;
Manage and administer employee entitlements, including statutory medical leaves of absence, reasonable accommodations, worker's compensation and company benefits;
Review, support and process performance and disciplinary actions, including corrective actions, performance improvement plans, and terminations, in an efficient, effective and timely manner;
Coach and support managers regarding the effective and timely resolution of ER matters, including performance management, disciplinary actions, employee entitlements, and employee complaints;
Effectively and consistently consult and collaborate with other ER Managers and ER Director to ensure alignment of ER policy and decision making; consult with Employment Counsel as necessary to ensure compliance with applicable law, company policy and best practices; and coach and consult other Human Resources professionals as necessary regarding workplace issues and polices;
Identify and offer solutions and initiatives regarding broader company policy and cultural issues, employee concerns, management and employee trends, and areas for managerial, workplace, performance management and general ER improvement;
Manage and administer separations and the employee exit process, including effectively off-boarding employees, conducting exit interviews and surveys, and developing useful data and feedback;
Provide management and employee training regarding policies and issues related to Employee Relations; and
Remain current regarding developments in applicable state and federal law, industry and best practices developments related to Employee Relations.
Special Projects & Assignments. Effectively, efficiently and timely manage special projects as assigned, including drafting policies and procedures, identifying and addressing broad management and performance issues, conducting special investigations and managing company-wide Human Resources initiatives and Employee Relations actions.
Local Employee Relations Support:
Effectively and efficiently engage HR Business Partners, as appropriate, regarding employee, manager and workplace issues; and support the HRBP as requested in an effective and timely manner;
Assist in reporting Employee Relations activities to Human Resources, HCA or its parent company's leadership;
Support Corporate Culture initiatives and activities in an effective and timely manner; and
Attend and effectively represent Employee Relations and Human Resources at leadership meetings, as assigned or appropriate.
Knowledge and Skills:
Strong knowledge of applicable State and Federal employment laws, and strong knowledge in developing and implementing Employee Relations principles, policies and best practices.
Strong ability to work independently and effectively to manage, organize and prioritize very busy desk, constant interruptions, and multiple tasks.
Strong ability to collaborate with a team in constructive, productive and efficient manner. Must be able to go along with consensus or direction.
Strong ability to manage multiple projects and analyze data to provide recommendations to senior management on process and business improvements.
Strong written and verbal communication skills; ability to effectively communicate ideas, to coach and facilitate change at all levels.
Good experience conducting presentations and training to large groups.
Intermediate working knowledge of Microsoft Word, Excel and PowerPoint.
Education and
Experience:
Bachelor's Degree.
5-7 years of experience as an Employee Relations Specialist; or 7-10 years of progressive experience as an HR Generalist with significant Employee Relations experience.
Physical Requirements and Working Condition:
Employees in this class are subject to extended periods of sitting, standing and walking, vision to monitor and moderate noise levels. Work is performed in an office environment.
. Apply now!Estimated Salary: $20 to $28 per hour based on qualifications.
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