Sr. Employee Relations Business Partner

Acts as a key partner in driving Employee Relations strategies. 

DUTIES AND RESPONSIBILITIES

• Serve as the main point of contact and ER investigator for a Market Unit and/or Function.

• Identify, investigate, and resolve issues of employee concern or conflict in an appropriate and timely manner.  Scope of concern includes Title VII issues, Code of Business Conduct violations, general conduct, performance, safety, and attendance activities, etc.

• Effectively manage the timely resolution of approximately 30-60 Employee Relations cases. Maintain a detailed and accurate account of investigation with timely memorialization of the notes and supporting documents into the HR case management system.

• Partner with the Labor & Employment Legal Department, Human Resources partners, and management in providing HR support and ER subject matter expertise to recommend appropriate action to resolve employee disputes and concerns.

• Investigate and draft responses to EEOC and local agency charges.  Prepare for agency or third party mediations.

• Provide regular and proactive communication to local HR and management around cases in the assigned area. 

• Maintain and support positive employee relations within assigned MU where associate experience is monitored and recommendations made.

 

• Facilitate field based training.

• Interpret and make recommendations regarding Company policy.

• Support one team HR mindset by using a customer-focused approach to deliver HR solutions through effective partnerships across ER, the HR organization, and other supporting functions as necessary.

• Engage in proactive, strategic approach to Employee Relations by identifying employee relations trends, recommending solutions that address root-cause of potential ER issues, and partnering with leadership on developing and executing action plans.

• Support leadership development by providing coaching on people management (e.g., performance plan management and feedback, day-to-day coaching strategies, training opportunities, etc.).

• Leverage resources and make process recommendations to maximize productivity and ensure timely resolution of activities.

• Utilize influencing skills with leaders to reach win/win outcomes that minimize risk to the company.

• Utilize Coaching Ability and Leadership to coach and mentor ERBPs and serve as ER Manager as required.

 

QUALIFICATIONS

Education: Bachelor's degree/Master's degree in related field preferred

Experience: 

• 5 years of experience in Human Resources with a focus on Employee and/or Labor Relations minimum, 7 years preferred

• Specific experience with conflict management and/or handling investigations. 

• Exposure to handling employee issues that involve compliance with state and federal regulations (e.g., Title VII, ADA, ADEA, FMLA, Executive Order 11246, VEVRAA, Section 503 of the Rehabilitation Act of 1973, FCRA, NLRA, OSHA, FLSA, and WARN).

• Labor and legal exposure preferred

 

We know the confidence gap and imposter syndrome can get in the way of meeting spectacular candidates, so please don’t hesitate to apply - we’d love to hear from you.

 

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