Employee Relations Manager

Southern States, LLC•Hampton, GA

About The Position

Reporting to the Senior HR Manager, the Employee Relations Manager is a professional who is responsible for managing and maintaining employer-employee relationships. They work closely with employees to resolve issues, provide guidance on employee policies and procedures, and ensure compliance with employment laws. Employee Relations Manager also investigate and resolve employee complaints, grievances, and conflicts. They work collaboratively with other HR professionals and management to develop and implement strategies to improve employee morale, engagement, and productivity.

Requirements

Bachelor’s degree in Human Resources, or related field; Master’s Degree preferred
A minimum of ten (10) years of progressive experience in Human Resources, preferably in a manufacturing environment
Professional certification in Employee Relations or Human Resources Management
Proven work experience as an Employee Relations Manager, or similar role
Strong knowledge of labor laws, grievance/arbitration processes, and collective bargaining agreements.
Experience in conflict resolution and mediation
Ability to build trust and rapport at all levels of the organization quickly.
Excellent communication, conflict resolution, negotiation, and interpersonal skills.
Ability to handle sensitive information in a highly confidential manner
Excellent organizational and time-management skills
Experience in employee engagement and retention strategies
Experience in developing and implementing HR policies and procedures
Excellent problem-solving and decision-making skills
Team, action, and results oriented
Ability to manage multiple priorities/projects and manage stressful situations
Ability to lead, direct, influence, and motivate others
Customer-focused attitude, with high level of professionalism and discretion
Strong analytical skills, maturity, and "emotional intelligence"
Inspire Trust – model and inspire high levels of integrity; communicate across constituencies without compromising the integrity of the message; does not undermine others for own gain; does not distort the facts with one’s own biases and agendas; shows consistently among principles, values and behavior.

Nice To Haves

Master’s Degree in HR or Industrial Labor Relations, or MBA
Professional in Human Resources Certification (PHR) or SHRM Certified Professional (SHRM-CP)
Experience with labor unions is a plus

Responsibilities

Highlight potential labor relations issues to senior management and assist is resolution.
Plans, coordinates, and directly handles employee relations activities.
Act as internal consultant for employee relations, policy and disciplinary procedures.
Collaborate with supervisors and managers to resolve people conflicts in ways which minimize business impact and support our core values.
Advises, counsels, and guides management and employees in the proper use and interpretation of human resources policies, plans, and programs.
Administer and interpret collective bargaining agreements (CBAs); ensure consistent application across the facility.
Serve as the primary point of contact for union representatives, employees, and management regarding labor, employee relations issues, and grievances.
Conduct thorough investigations into employee relations issues and recommend appropriate actions.
Develop and implement employee relations policies and procedures.
Assist with employee relations-related training for both managers and employees.
Conduct exit interviews and provide feedback to management.
Monitor and analyze employee relations trends and recommend proactive measures to address issues.
Maintain accurate and confidential records of employee relations cases.
Conduct exit and stay interviews.
Collaborate with HR and legal teams to ensure compliance with employment laws and regulations.
Manage employee discipline and performance improvement processes.
Partner with HR and business leaders to develop and execute employee engagement initiatives.
Advises management in appropriate resolution of employee relations issues.
Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
Represents organization at personnel-related hearings, such as unemployment hearings, and investigations.
Develops and maintains affirmative action program; files EEO-1 and VETS report annually; and maintains other records, reports, and logs to conform to EEO regulations.
Responsible for conducting Employee Opinion/Engagement Surveys.
Handles employee relations counseling, outplacement counseling and exit interviewing.
Maintains compliance with federal, state and local employment and benefits laws and regulations; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions.
Any other projects and initiatives as assigned by the Senior Human Resources Manager, Director, or VP.