Senior Employee Relations Consultant

Freedom Mortgage

About The Position

The Sr. Employee Relations Consultant is responsible for working with employees and leaders to provide effective solutions related to performance management, compliance, investigations, policy management, and employee relations or support. This role carries out the vision of the Employee Relations team to develop, implement, and manage complex Human Resources policies, programs, and processes intended to foster a positive, compliant work environment and promote employee engagement.

Requirements

Bachelor’s degree in a related field. Master’s degree preferred
Minimum of 5 (five) years’ experience in an Employee Relations or equivalent role
Experience in financial services business preferred
Strong proficiency with Microsoft Office programs and with web-based reporting tools preferred.
Experience working with Human Capital Management (HCM) systems required, prior experience with Workday preferred
Demonstrated experience in human resources with a background in employment law, employee relations, leave management, diversity, performance management, and federal and state employment law.
Knowledge of compensation, benefit, and payroll practices preferred
Core skills include business acumen and curiosity, consulting, negotiating & conflict resolution skills all with the ability to influence without authority
Exceptional problem solving and analytical skills
Highly organized, self-motivated, customer oriented with the ability to work independently as well as within a team and with internal stakeholders
Demonstrates good judgement and the ability to make sound decisive decisions and work effectively in a fast-paced, every changing environment with little director or oversight across multiple geographic locations in a virtual setting
Demonstrated ability to work effectively in a complex organization with multiple changing priorities and vague or incomplete directives. Must be adaptable with the ability to pivot quickly and perform in a dynamic environment
Excellent/engaging verbal and written communication and interpersonal abilities to effectively collaborate with executives, managers, employees, and stakeholders at all levels. Must have an unparalleled focus on customer service and responsiveness.
Act as a change agent and deliberately and continuously focus on improvement and challenge the status quo
Ability to maintain confidentiality & professionalism while building appropriate business relationships with employees at all levels of the organization.
Work positively to impact customers and colleagues in a manner that embodies the company’s culture and brand
Behaves as a leadership role model building trust, driving and delivering strong results with a customer focus
Limited overnight travel may be required

Nice To Haves

HRCI Professional in Human Resources (PHR) or SHRM Certified Processional (CP) preferred

Responsibilities

Employee Relations & Performance Management: Provide consultation to employees and managers on complex policy matters; handle escalated queries from employee-initiated HR tickets, department inboxes (ex: Tier 1 & 2)
Provide expertise & guidance while providing case management for escalated or complex queries requiring direct ER/Legal intervention (Ex: Tier 3)
Provide feedback and coaching to managers and business leaders on employee issues related to performance, policy violations, & workplace accommodations; address escalated issues as needed
Review complex manager-initiated performance related actions for compliance with company standards & ensure consistent application of designated performance standards. Provide HR approval for employee delivery and ensure proper tracking, reporting, and follow-up as necessary. Appropriately escalate as needed
Conduct effective, consistent, & compliant investigations in accordance with company policy for complex employment related claims made by current or former employees, as raised by external agencies, or received through litigation. Review investigative facts with ER and HR Leadership and/or internal legal counsel. Ensure adequate investigation summaries are completed to appropriately document the case, and effectively adjudicate the claim. Guide leaders and HR Business Partners on appropriate actions following conclusion of an investigation
Provide support to legal team on relevant employment related matters, including document preservation, internal investigations, and litigation preparation. Respond to all legal depositions and inquiries in a timely and compliant manner
Provide support to Business leaders, HR Business Partners, and other stakeholders in the review and approval of reductions in force. Partner with ER Leaders and Legal to conduct necessary impact analyses, ensure compliance with any federal or state WARN requirements, and provide tracking and approval for all severance and separation related documents
Provide centralized review and approval for involuntary terminations; ensure consistent application of rehire eligibility standards. Appropriately escalate as needed
Review & provide feedback to ensure onboarding and offboarding documents & processes are compliant
Support Recruitment with any related applicant/candidate matters through the application, interview, or onboarding process (pre-hire), and partner with HR Compliance team for any background investigation related issues
Provide rehire eligibility review as requested by the recruitment team for former employees who apply to a posted position Appropriately escalate as needed
Support company diversity, equality, and inclusion programs
HR & Employee Leave Management & Accommodation Support: Serve as centralized HR contact for all employee leave and accommodation requests (FMLA, ADA, PWFA, State Sick Leave); handle escalated or more complex leave and/or accommodation requests
Facilitate business discussions in the interactive process with employees and the Leave Management team to ensure employee accommodation requests are processed and reviewed in a compliant manner. Escalate to internal legal counsel as needed
Support business continuity efforts in times of crisis or natural disaster. Partner with internal Risk, Business Continuity, Legal, HR Business Partners, HR COE’s, HR Leadership, and Company Communications teams to ensure company response is consistent and supports the company’s policies, procedures, and mission
Training & Administrative Duties: In partnership with Learning & Development and HR Business Partner teams, support the development and facilitation of workplace training to educate managers and HR team members on related topics
Participate in regular meetings with Legal, HR Leadership, and HR Business Partners and prepare updates on employee-related matters
Provide feedback to Employee Relations Leaders and HR Operations team to streamline & centralize administrative processes
Maintain Case Management system and ensure secure and compliant storage of employee relations documentation; manage document retention policies with internal technology teams
Review employee requests for systems access during international travel, appropriately escalate as needed
Submit/approve requested employee or position-related updates, such as location changes, supervisory org updates/changes, cost center, manager changes as needed. Partner with Business leaders, HR Business Partners, and appropriate HR COE’s to ensure accuracy. Appropriately escalate as needed
Provide support, review, and approval for cost center creation in partnership with HRIS, HR Data & Analytics, HR Technology and Finance teams
Respond to unemployment claims, attend unemployment hearings, and appropriately escalate as needed
Ensure Employee files are maintained in a confidential and compliant manner in accordance with company document retention policy as well as federal and state law
Employment Law & Compliance Provide expertise and guidance to employees and managers on a range of HR and employment law issues including reductions in force, restructuring, employee claims, investigations, disciplinary action, performance management terminations, leaves of absences, accommodations, and unemployment claims
Partner with Employee Relations, HR Leadership, and internal and external counsel on matters related to employment agreements, severance, and retention
Support review and assessment of employee practices and processes to ensure consistency, effectiveness and compliance
Guide business leaders to deliver effective, controllable, and compliant HR processes that meet regulatory requirements
Partner with HR Compliance & Internal Audit teams to ensure related compliance matters are tracked and updated in accordance with company standards
Participate as needed in all System & Organization Controls (SOC) audits
HR Policy & Reporting: Support maintenance of Employee Handbook and related state supplements and participate in regular reviews as needed. Ensure documented revisions are completed and submitted for review and approval. Assist with posting updates in the appropriate locations
Support the review of HR Policies as needed, ensure documented revisions are completed and submitted for review and approval. Assist with posting updates in the appropriate locations
Stay current on changes in Employment Law, regulations, and guidelines; make & document any necessary changes to company policy to ensure compliance
Ensure compliance with applicable laws and regulations (Ex: EEO, FLSA, PWFA)
Provide guidance to business leaders, HR Business Partners, and HR team as needed in areas of HR policy and compliance
Support completion of regular HR Reporting requirements, (Ex: EEO-1, AAP, Vets 4212, etc.)
Other Related Duties: Performs other related duties as assigned
Comply with all company policies and procedures
Maintain regular and punctual attendance