Employee Relations Manager

Job Description

The manager level position provides centralized support for Employee Relations and Human Resources investigation efforts.  The manager will supervise a team of employees who process and triage employee complaints, assist in investigations and perform basic data analysis as requested, and perform day-to-day administrative human resources duties.  The manager will be responsible for maintaining and ultimately exceeding customer and operational performance which includes meeting established metrics, implementing continuous improvement initiatives, coaching and developing employees and supporting training and communication initiatives.                                                                           

Essential Responsibilities                                                                           

• Pursues professional growth and provides developmental opportunities for others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; training and developing talent for growth opportunities; delegating tasks and decisions; fostering open dialogue amongst team members; executing performance management guidelines and expectations; and working closely with employees to set goals and provide open feedback and coaching to drive performance improvement.       

• Pursues self-development and effective relationships with others by sharing resources, information, and knowledge with staff, Employee Relations and Human Resources personnel; listening, responding to, and seeking performance feedback; acknowledging strengths and weaknesses; assessing and responding to the needs of others; and adapting to and learning from change, difficulties, and feedback.    
• Manages designated work unit by translating business plans into tactical action items; ensuring all policies and procedures are followed; delegating tasks to meet goals and objectives; overseeing the completion of work assignments; aligning team efforts; building accountability for and measuring progress in achieving results; identifying and addressing improvement opportunities; removing obstacles that impact performance; and guiding performance and developing contingency plans accordingly.       
• Facilitates and manages the coordination of work assignments between Employee Relations, Human Resources and staff to support the timely resolution of employee complaints; oversees the organization and prioritization of the workload in an effective manner to meet established metrics.     
• Through reading and analyzing English text, uses good judgement and critical detail-oriented skills to oversee and support staff responsible for the timely processing, triaging and assisting in employee complaints at the direction of Employee Relations and other Human Resources personnel.  
• Proactively engages Employee Relations and Human Resources personnel through communication of progress, information, escalation, and ensuring established metrics are upheld.  Collaborates with Employee Relations and Human Resources management to determine objectives and set priorities for their staff.  Anticipates potential opportunities and vets them through Employee Relations and Human Resources management.    
• Maintains comprehensive knowledge of related organizational policies, guidelines, procedures, U.S. state and federal laws in all areas of human resources.  Maintains knowledge in Equal Employment Opportunity and Human Resources.    
• Responsible for selecting, developing and deploying staff in the most effective manner to meet assigned objectives.  Responsible for performance management and providing ongoing, regular performance feedback.                                                 

Minimum Qualifications                              

• Bachelor’s degree in human resources, business or related field AND  six (6) years of directly related experience. IIn lieu of degree, 3 years of equivalent work experience in a directly related field may be substituted for the degree requirement for a total 9 years.                                                                                                                                                                                    
• Two (2) years supervisory experience.      
• Two (2) years experience working cross-functionally across departments, functions, or business lines.                                                                                                                                                                                                                                                                                                                                                                                                                                                                 

Additional Requirements           

• Demonstrated problem-solving, decision-making and follow-through skills.            
• Excellent oral and written communication skills in Spanish and English.      
• Must demonstrate an understanding of Employee Relations and Human Resources areas.          
• Experience managing staff in a highly complex work environment through influence and collaboration.                       
• Proven ability to develop customer service strategies.
• Demonstrated ability to identify key business issues and develop appropriate action plans from multidisciplinary perspectives.               
• Working knowledge of word processing, spreadsheet and database PC applications.                                                                          

Preferred Qualifications

• ELR Case “Salesforce”” experience.
• Knowledge of U.S. employment-related federal and state laws required.