Senior Employee Relations Manager

Group 1001•Zionsville, IN

11d

About The Position

The Senior Employee Relations & Compliance Consultant manages employee relations issues across all business organizations. This role oversees compliance requirements related to employment laws and regulatory requirements, working closely with Human Resources Business Partners to mitigate risk for the organization. It serves in a consultative role, providing advice, guidance, and coaching to management and HRBPs on performance, EEO, and employee relations issues. The position is responsible for investigating and managing employment-related performance concerns and complaints, and HRBPs consult with this position on policies, procedures, and general employee relations issues. The role requires understanding and balancing the needs of the business and clients while ensuring practical, consistent application of HR policies and practices to limit risk exposure.

Requirements

Undergraduate degree preferred
8+ years of related Employee Relations experience and/or broad HR related experience
Experience working in a complex organization
Experience in a consulting type role, showing the ability to objectively assess and influence outcomes
Excellent interpersonal skills, with emphasis on listening and communicating clearly and succinctly
Ability to utilize logic and analytic discipline to solve difficult problems and identify viable solutions
Experience facilitating others to accomplish a goal
Ability to juggle multiple priorities and approach work with an agile mindset
Experience showing the ability to balance and integrate a compassionate approach to dealing with sensitive human issues with a pragmatic approach to making the right business decision.
Broad knowledge of employment law preferred
Ability to influence others and exhibit leadership to address challenging issues with stakeholders.
Strong organization and time management skills
Excellent writing skills

Responsibilities

Oversees and manages all aspects of employment-related matters.
Leads internal investigations to ensure compliance and consistency, partnering with HR Business Partners and internal/external legal counsel as necessary.
Recommends appropriate management action in response to performance and employee relations issues.
Provides strategic coaching and leadership to develop subject matter expertise to mitigate risk.
Provides performance management support and coaching to managers to grow their expertise in this area.
May conduct and co-facilitate employment trainings in partnership with L&D.
Develops and/or assists with conducting training modules for sexual harassment, legislative awareness, ADA, FLSA, performance management, and disciplinary actions.
Oversees employment-related compliance policies.
Partners closely with internal partners to maintain compliance with employment-related laws and regulations for all states.
Regularly uses judgment and discretion to interpret corporate policy for employees and managers.
Encourages reliance on new tools as they become available and less reliance on individual consultation.
Execution and oversight of severance and separation agreements and payments per the terms.
Consults with Benefits, Legal (outside counsel), and management on FMLA/ADA and Return to Work issues, with Legal on complex employment issues and on termination issues, and with Security and Legal on threat issues.
Manages conflict resolution and mediation of issues within the organization based upon knowledge of the organization and HR issues involved.
Reviews and analyzes exit interviews, surveys, and other measurements when required.
Provides timely interpretation of measures and trends to Business Partners and other internal partners.
Compiles, analyzes, and reports quarterly turnover/retention metrics.
Reviews metrics with HRBPs and CHRO to review and report on trends and makes recommendations.
Conducts research, data analysis, and builds trends and themes decks to provide strategic recommendations to management.
Stays up-to-date on all employee-related legislative and regulatory changes and/or developments and ensures changes to rules and regulations are restructured with HR systems, policies, and procedures, and practices.
Ensures the Employee Handbook is updated as appropriate.
Researches and advises Human Resources Management on HR compliance issues, including recommendations to change policy, practice, or training to remedy gaps in compliance and reduce risk.
Collaborates closely with HR Management and the various functional HR teams to ensure compliance and regulatory adherence.
Collaborates with Learning & Organizational Development to ensure appropriate training for HR-related regulatory compliance is assigned out to appropriate parties.
Serves as an internal resource to HR functional teams to provide guidance on employee questions relating to company policies, procedures, and practices.
Works closely with the Talent Acquisition team and provides advisement relating to employment onboarding and hiring matters.
Works closely with HR Operations and may conduct some employment onboarding hiring components, including recruitment of some roles, and Workday administrative onboarding, if needed.
Manages the HR Inbox for all incoming inquiries (this will transition to another role, but this position will continue to manage all employment-related inquiries and some additional requests).
Partners closely with HR and management teams to resolve and respond to inquiries.
Manages and ensures I-9 compliance, including auditing compliance and providing regular training.