Employee Relations Specialist

Greene Tweed•Lansdale, PA

About The Position

At Greene, Tweed, you'll find the cutting-edge technology, world-class polymer expertise and endless advancement opportunities you'd expect from a multi-national industry leader. You'll find them all in an environment that embraces diversity in people and opinions, moves decision making to the point of impact, and celebrates your success. If you enjoy continuous learning and are excited about working with and creating technological solutions, explore career opportunities with Greene, Tweed. Conducts effective, thorough, and objective internal investigations on a wide range of issues, including harassment, discrimination, retaliation, and policy breaches. Partners with HR partners, Legal Counsel and other relevant leaders as necessary to complete investigations and make recommendations. Maintains appropriate documentation on employee relations issues and investigations in accordance with HR and Legal requirements. Ensures HR processes are aligned and support the business/corporate objectives. Keeps team informed of changes in HR policies and procedures and counsel managers and employees on those changes. Proactively identify opportunities to improve Employee Relations processes, policies, and tools. Develops and conducts relevant management training on employee relations topics and other relevant company policies and/or regulations. Provides coaching, mentoring and guidance to HR generalists, people managers, and other staff on employee relations topics. Maintain up-to-date knowledge of employment laws as well as monitor employment law trends. Analyzes ER information and data necessary to report to HR and/or Business leadership; make recommendations based on data trends on policy or business practice changes. Assist HR team with labor relations; may participate in grievances, investigations, and , union meetings as needed. Complete annual compliance-related reporting (EEO-1, Vets, etc.) and survey responses as needed. Note: This Job Description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by the Supervisor. All requirements are subject to change and updates.

Requirements

3-5 years of experience in HR or related field; 1-3 years of experience with complex employee relations & investigations.
Demonstrated business acumen and the ability to anticipate people impact.
Excellent interpersonal and communication skills required – both written and verbal.
Executive presence and ability to present recommendations to Executives clearly and concisely.
Thorough understanding of state and federal laws concerning employment law and labor relations.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Demonstrated ability to remain tactful, calm, and objective in controversial and/or confrontational situations
Bachelor’s Degree in HR or related field

Nice To Haves

Manufacturing industry experience strongly preferred; union/collective bargaining experience preferred.
SHRM-CP or HRCI certification preferred

Responsibilities

Conducts effective, thorough, and objective internal investigations on a wide range of issues, including harassment, discrimination, retaliation, and policy breaches.
Partners with HR partners, Legal Counsel and other relevant leaders as necessary to complete investigations and make recommendations.
Maintains appropriate documentation on employee relations issues and investigations in accordance with HR and Legal requirements.
Ensures HR processes are aligned and support the business/corporate objectives.
Keeps team informed of changes in HR policies and procedures and counsel managers and employees on those changes.
Proactively identify opportunities to improve Employee Relations processes, policies, and tools.
Develops and conducts relevant management training on employee relations topics and other relevant company policies and/or regulations.
Provides coaching, mentoring and guidance to HR generalists, people managers, and other staff on employee relations topics.
Maintain up-to-date knowledge of employment laws as well as monitor employment law trends.
Analyzes ER information and data necessary to report to HR and/or Business leadership; make recommendations based on data trends on policy or business practice changes.
Assist HR team with labor relations; may participate in grievances, investigations, and , union meetings as needed.
Complete annual compliance-related reporting (EEO-1, Vets, etc.) and survey responses as needed.