Employee Relations Consultant

City Of Indianapolis (IN)•Indianapolis, IN

43d

About The Position

The purpose and mission of the Human Resources Division is to provide the highest quality of service in the areas of Talent Acquisition, Employee Relations, Compensation & Benefits Administration, Performance Management, Record Retention, and Training & Development; by cultivating a productive, collaborative and compliant work environment for our workforce to meet the needs of the residents of Indianapolis and Marion County. The position of Employee Relations Consultant confers and consults with organizational leaders on a wide variety of Human Resources and Employee Relations matters. The Employee Relations Consultant serves as the primary point of contact for assigned departments and agencies; the incumbent does not merely advocate on behalf of employees but strives to balance the interests of individuals and the enterprise. The incumbent has a foundation of knowledge in employee and labor relations, performance management, conflict resolution, employee complaint processes, training, benefits, compensation, and policy interpretation. The Employee Relations Consultant has strong organizational skills, a commitment to outstanding customer support and a demonstrated ability to build relationships at all levels of the enterprise. The Consolidated City of Indianapolis and Marion County is an Equal Opportunity Employer that prioritizes and celebrates diversity, equity, and inclusion in all its forms. This job values diversity in perspectives and experiences among colleagues and the residents of this city whom they serve.

Requirements

Bachelor's degree in Human Resources, Business Administration or a related field and 3-5 years of experience consulting on HR/ER policies and processes are required. One (1) year of related work experience may be substituted for each year of required education.
Demonstrates foundational-level knowledge in employment law and other government compliance regulations.
Demonstrates ability and willingness to coach employees and managers through complex, difficult and/or emotional issues Communicates verbally and in writing in a professional, courteous and direct manner.
Possesses critical thinking skills, outstanding verbal and written communications skills, an innate curiosity, and the drive to get to the root cause.
Maintains a calm demeanor when under pressure; displays maturity and a high level of emotional intelligence in daily activities; minimizes hyperbole and drama in interactions with others.
Interacts effectively with all levels of the enterprise, including elected or appointed leaders, managers, union officials and other employees.
Demonstrates excellent presentation skills; able to develop and present content on a wide range of topics.
Must be computer literate with proficiency in Microsoft Office and familiarity with HRIS, ATS; familiarity with Power BI for queries and data analysis is helpful, but not required.
Must possess a valid driver's license at all times in order to travel to locations throughout Marion County.

Nice To Haves

PHR or SHRM-CP or higher certification is preferred; if not certified, must obtain the certification within one (1) year of entering this position.

Responsibilities

Partners with and provides support to management on employee relations issues, including investigations, residency, disciplinary actions, and responding to workplace complaints and concerns to communicate various Human Resources policies, procedures, programs, laws, standards and government regulations.
As a business partner and trusted advisor, the ERC understands the business and develops HR solutions in anticipation and response to business challenges. Often serves as the initial point of contact on a wide variety of requests and inquiries; works to answer questions/inquiries when possible, quickly assesses situations and knows when to refer matters to other subject matter experts for more timely response or resolution.
Insists on accountability in self and others; self-starter with a tendency toward action. Interprets, advises, develops and communicates City-County HR policies, procedures, and documentation.
Leverages technology whenever possible to streamline operations, improve case management/documentation, and improve service delivery of the ER team.
Understands the nature and sources of conflict; utilizes proven philosophies, tools and techniques to assist managers and equip them to manage and resolve conflicts.
May assist and provide secondary support with compensation administration, including development of job descriptions, performing position evaluation gradings and interpreting/administering pay policies and processes.
Serves as an internal subject matter expert concerning the performance management system and tools; advises assigned departments and agencies on goal setting, performance feedback, performance improvement and individual development.
Conducts investigations into a wide range of workplace complaints, including harassment and civil rights complaints; works closely with in-house counsel (OCC) in conducting investigations.
Facilitates and/or provides training to employees and management, in coordination with the City-County training leader. Assists and provides secondary support in new employee orientation sessions; works with other HR functional areas to ensure that employees, particularly new managers, may access necessary HR information.
Assists the Project Manager -- Disability Affairs with workplace accommodation discussions, in compliance with the Americans with Disabilities Act (ADA).
Provides tools, templates and information to facilitate exit and stay interviews and performs interviews on occasion; prepares turnover reporting, analyzes data, and develops/recommends retention strategies and tactics.
Maintains working relationships with various leaders and union officials; interprets terms of collective bargaining agreements and monitors implementation of policies and practices related to wages, hours, and working conditions.
Performs or coordinates special projects and other assignments as assigned. Ensures that legally required employment notices are posted appropriately, in consultation with in-house legal counsel.
This list of duties and responsibilities is not intended to be all-inclusive and may be expanded to include other duties or responsibilities that management may deem necessary from time to time.