HR Business Partner II

TDS Telecom•, Remote Location

3d•Remote

About The Position

The Human Resources Business Partner II is responsible for providing Associate Relations support and partnering with assigned business units in the areas of performance management, talent management, organizational planning, employment policies and associate relations. This includes but is not limited to aligning HR policies and strategy delivery with organizational objectives and promoting companywide best practices and consistency. Collaborates with leaders to diagnose current and future HR needs and develop strategies for resolution. This position will proactively provide information analytics to leaders, lead investigations, conduct investigational interviews and timely completes case documentation, provides consultative advice to leaders and associates, attend associate meetings for performance improvement initiatives, disciplinary actions, leaves of absence and/or medical accommodation requests, conduct in-person exit interviews and work with legal counsel to defend employment litigation in those instances. For applicable departments, this role also monitors and manages associate performance metrics and associate attendance using pre-determined progressive paths. Handles highly confidential cases, assignment, and projects. This position can work remotely in any of the 40+ states in which TDS Telecom operates.

Requirements

Bachelors degree (or higher) -OR- 4+ years professional work experience.
1+ years' experience in Human Resources.
1+ year experience handling associate relations situations including conducting investigations and investigational interviews.

Nice To Haves

Pursuing ongoing professional development in the area of Human Resources.
SHRM Certification a plus.
Attainment of Civil Treatment Certification within first two months of position attainment.
Outstanding verbal and written communication skills.
Effective time management, prioritization and follow-up skills.
Outstanding attention to detail skills necessary and required.
Outstanding organizational skills, follow-through and ability to work well tactically and conceptually required.
Excellent documentation skills with ability to determine which information is important, relevant and necessary, in a manner which is detailed, precise, complete in nature and legally sound ensuring all facts are captured.
Must have knowledge, interest and strong desire to keep up-to-date with Human Resource policies, standard practices, laws and regulations and proposed changes and the ability to apply them consistently.
Outstanding interpersonal skills with demonstrated record of dealing with sensitive issues in an innovative, professional way.
Must have demonstrated process development/improvement skills.
Must set the standard for personal integrity, honesty, and teamwork.

Responsibilities

Investigates, recommends and resolves associate issues for policy or internal process violations and associate concerns, complaints, etc. Conducts investigational interviews with associates and other witnesses as applicable, conducts problem evaluation, obtains factual information, interpretation of human resource policies, guidelines and labor laws, and in conjunction with the Manager-Associate Relations and appropriate management staff, determines recommended resolution and/or formal disciplinary actions as may be appropriate. Timely and accurately completes case documentation such as interview transcripts, timeline of events, and summary of events. Works with legal counsel on legal claims as necessary.
Administers Performance Metrics and Attendance Guidelines. For applicable business units, monitors and manages associate performance metrics, sales quota expectations and associate unscheduled or excessive absenteeism using pre-determined progressive paths. Includes review and analysis of attendance tracking, ensuring calculations are accurate, guidelines are adhered to and previous precedents are followed.
Manages associate medical accommodation requests which could include leaves of absence, work restrictions, and business-related requests from an associate and health care providers (HCP) as applicable. Manages the interactive process by working closely with the associate and their HCP to determine what potential medical accommodation requests could assist in associate’s performance.
Proactively partners with departmental leaders to diagnose current and future HR needs and develop strategies for resolution of concerns. Takes ownership of gathering and providing information analytics to leaders to include HR metrics, labor market trends, turnover and exit information, etc. Proactively communicates with leaders and associates about important deadline dates such as for performance management ratings, action plans, compliance training completions, etc.
Conducts in-person exit interviews with associates who voluntarily leave the Company to understand why people are leaving and to develop potential retention solutions.
Under direction of ER Manager, facilitates business unit reorganizational efforts including realignment of staff due to the needs of the business. Works with leaders to determine selection criteria, creates associate informational packets and meets with associates to communicate impacts. Administers severance policy guidelines as applicable.
Develops, implements, administers, tracks and communicates human resources policies and procedures within the Associate Handbook. This includes interpreting policies, answering associate questions, tracking precedents/decisions, working with various individuals at all levels of the Company on new policy development, and taking proactive steps to develop and update policies based on employment law changes.
Ensuring all legally-required posting notices appear in all associate locations.
Administering one or more of the various state-specific annual training requirements
Processing of unemployment claims, responding and working with the applicable ER BP to coordinate attendance at hearings when necessary.
Leading the Labor Relations function, working closely with legal counsel and the Field Services Officer. Responsible for managing the collective bargaining agreements and negotiating new agreements.
Managing all required compliance training for new hires, ensuring completion occurs within applicable deadline dates. Managing refresher course completions for existing associate base.
Creating new Action Plans for new associates and at the beginning of each year, monitoring rating and year-end action plan completions, responsible for all associate and manager communications.
Facilitating Civil Treatment for Managers (CTM) throughout the year.
Managing the Company’s Safety program which includes administration of the Safety policies, leading the Safety team, ensuring Field Service Managers include Safety topics and training during staff meetings.