HR Operations Manager
Provides direction and counsel to assigned client groups from an influencing, proactive, “big picture” mindset, but with an ability to be reactive and task-oriented, as necessary, to coach, advise and drive business results concerning human capital issues. Manage high-risk employee relations issues including formal investigations and provide advice to ensure compliance with policies, practices, ethical standards and applicable labor and employment laws. Collaborate with the HR centers of excellence to drive engagement, attraction and retention activities.
STATUS: Full Time
LOCATION: Rochester General Hospital
DEPARTMENT: Human Resources
- BA/BS degree preferred
- Labor relations | Union experience preferred
- 5+ years HR experience with generalist experience in recruiting, employee relations, compensation and benefits preferred.
- Ability to work well under pressure with an appropriate sense of urgency
- Flexible in adapting and responding to changing situations
- Ability to work independently, but also a strong, effective team player; commitment to results; solutions oriented; superior organizational skills and ability to multi-task
- Excellent written and verbal communication skills - ability to present, train, influence, and negotiate
STRATEGY. Provide strategic and tactical direction to assigned client group on HR and business-related issues that optimize business performance. Provide strategic advice on operational restructuring and facilitate all aspects of the reduction-in-force policy and process in collaboration with business leaders.
PARNERSHIP. Collaborate with leaders and employees to provide HR policy guidance and interpretation. Work closely with leaders and employees to improve employee engagement, build morale, and increase productivity and retention. Collaborate with leaders in support of key talent management processes including attracting and retaining key talent.
EMPLOYEE RELATIONS. Advise leadership on performance management and appropriate resolution of employee relation issues. Collaborate with leaders to conduct fact-finding and formal investigations to address allegations of policy violations and workplace misconduct. Provide advice on appropriate outcomes.
COMPLIANCE. Ensure compliance with RRH policies, practices, and ethical standards as well as applicable labor and employment laws in all HR-related activities and problem resolution to mitigate litigation risk. Coordinate litigation activity for assigned client groups relating to UI hearings, SDHR Charges, EEOC Charges, etc. including collaborating with internal stakeholders and internal/external legal counsel on case preparation, strategy, etc. Participate in collective bargaining and other labor relations activities.
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.