HR Representative, Sr. (Employee Relations)

§ Regulatory and HR Policy: Thorough knowledge of existing laws and regulations dealing with employment law. Ensure Our Client adheres to these requirements from an employee relations standpoint. Assess and refine current Human Resource Handbook, policies and practices to align with best practices and address existing laws and regulations. Implement, interpret, communicate and maintain HR policies and procedures.

§ Employee Relations: Effectively handle employee relation issues, including disciplinary action, terminations, and/or recognizing positive performance.

§ Manage the investigative process for internal complaints of discrimination, harassment, retaliation and other high-risk employment issues.

§ Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Communicate and interpret HR policies and practices for business partners.

§ Proactively identify tools/programs that could be introduced to retain employees.

§ Counsel management on how to handle complex individual employee issues as well as large-scale organizational issues.

§ Provide counsel to employee’s seeking professional advice and when appropriate refer to EAP (Employee Assistance Program).

§ Assist management with determining the need for and appropriate implementation of corrective actions ensuring consistency and adherence to company policies.

§ Approve appropriate actions and follow-through on administration.

§ Provide day-to-day HR advice and support to management and staff and participate in decision-making processes at each level that support the execution of the business strategy.

§ Manage departing employee process, including: Reduction in Force, coordination and facilitation of exit interviews, access removal, company equipment/property retrieval, Compliance Termination Report, Termination Action Forms and exit surveys.

§ Maintain terminated employee personnel files and Employee Relations files.

§ Create and maintain Employee Relations data.

§ Manage unemployment claim process and participate in relevant investigations and hearings. Partner with internal and external legal on EEOC claims and participate in court hearings. Assesses and analyze ER trends, propose integrated solutions and communicate these needs proactively to the Director of HR.

§ Develop and nurture strategic partnerships with leadership. Provide HR Director with regular updates on ER cases.

§ Performance Management: Assist with training, communicate, support, and effectively coach managers through the Performance Management process (Objective setting, coaching conversations, 90-day reviews, annual performance appraisals and merit discussions. Implementation of a performance improvement process.

§ Special Projects: Partner with Training to present HR content at New Employee Orientation, as well as developmental presentations.

§ Employee Relations desktops/process improvements.

§ Act as lead for key HR projects and support HR Director as needed.

§ Other projects and duties as assigned.

Key Requirements/Possess the Ability to do the following

§ Provide support to leadership and co-workers in the area(s) of responsibility.

§ Demonstrated ability to maintain and manage highly confidential information.

§ Maintain a high degree of confidentiality and sensitivity.

§ Facilitate difficult conversations with empathy, objectivity, understanding and tact.

§ Identify issues and problems, develop solutions and prepare recommendations.

§ Strong organizational skills.

§ Maintain effective working relationships with all levels of staff.

§ Effectively utilize computer and appropriate software and interact as needed with Our Client staff.

§ Communicate at an above average level in both written and oral form.