Description
Job Title: Director, Employee Relations
Department: Human Resources
Location: Riedman Campus
Hours Per Week: 40
Schedule: Monday - Friday, 8am - 4:30pm
SUMMARY:
The position is responsible for establishing and developing trusted relationships with the HR Strategy and Operations team, Labor Relations, Centers for Excellence, leadership, and legal.
The role leads a team consisting of Employee Relations Partners and Managers for their assigned area, including training, best practices, consultation and guidance to management leadership, and team members on a variety of issues, such as performance management, and policy interpretation, as well as conducts team member investigations, and recommends appropriate actions.
The role a deep understanding of employment law, and has strong influencing and mediation skills and ensures compliance with all applicable policies, laws, and regulations, and promotes treatment of team members in a fair, respectful, and consistent manner aligned within the framework of our core business values and objectives.
RESPONSIBILITIES:
- Independently conducts and oversees investigations of highly complex and sensitive HR issues, including conducting claimant, witness, and accused team member interviews; analyzing data from various internal systems; composing investigation reports.
- Proposes remedial action based on investigation findings, recommending appropriate actions to correct concerns based on assessing risks and minimizing liability.
- Provides oversight to their Employee Relations Team in conducting team member relations investigations, reviews and approves investigation and recommendations completed by the Employee Relations Partner/Manager.
- Analyzes employee relations trends to produce strategic, proactive recommendations to HR and the business to proactively address and mitigate systemic issues.
- Provides coaching to departmental leadership in carrying out their responsibilities on team member relations matters.
- Fosters a positive work environment facilitating discussions or providing consistent advice.
- Escalates issues and matters to Vice President of Employee and Labor Relations with recommendations as appropriate.
- Applies a continuous improvement mindset across the Employee Relations Partner function to identify and implement change.
- Leads projects and programs of work as assigned that may include maintaining entity specific or system-wide policies at regular intervals, legal case management, prepares data from internal systems and creates presentations and reports on hot topics or trends.
- Establishes reporting for various data sources related to ER metrics and review to assess where action can be taken to simplify or streamline a process, train managers, etc.
- Serves as a subject management expert on employment laws and appropriately applies information to team member relation matters.
- Supports other internal projects/initiatives as needed.
- Keeps up to date on regulation changes and communicates and implements within the team as appropriate.
- Coaches, mentors, and trains others as subject matter expert.
- Just Culture Champion and Trainer.
REQUIRED QUALIFICATIONS:
For those hired on or after 7/1/2024, Bachelor’s Degree required, with a Bachelor’s Degree in Human Resources preferred.
Five years of progressive experience in Human Resources, which includes at least two years of employee relations, labor relations and/or employee investigations experience.
PREFERRED QUALIFICATIONS:
PHR/SPHR or a similarly recognized certification related to Human Resources
Knowledge of employment law and experience with progressive employment best practices
Just Culture Champion trained
PHYSICAL REQUIREMENTS: S - Sedentary Work - Exerting up to 10 pounds of force occasionally Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
PAY RANGE: $100,000.00 - $135,000.00
The listed base pay range is a good faith representation of current potential base pay for successful applicants. It may be modified in the future. Pay is determined by factors including experience, clinical licensure date, relevant qualifications, specialty, internal equity, location, and contracts.
