Senior Employee Relations Specialist (Temporary)

DFW International Airport•Grapevine, TX

10d•Onsite

About The Position

This is a 6-month assignment with the potential to become permanent Under direction of the Manager, People Business Partners and Employee Relations, performs professional-level work developing, coordinating and administering employee relations processes. Provides information regarding these processes to other departments and Board employees. Analyzes and compiles information and statistics and develops reports, presentations and recommendations for management-level meetings and decision-making. Conducts investigations on complex high-exposure cases. Assists in employee relations-related policies and procedures. Work involves extensive contact and coordination with employees and supervisors. Assists managers and employees with interpreting and complying with board policies and applicable employment law.

Requirements

Bachelor's degree in human resources management, psychology, business or related field.
Five (5) or more years of professional-level HR or ER experience.
Any equivalent combination of education and/or experience may be substituted for the above on a year-for-year basis.
Knowledge of current rules, regulations, laws, principles, practices and policies related to HR administration.
Knowledge of activities required to compile and maintain detailed documentation and records regarding employee relations issues.
Skill in communicating clearly and effectively, both orally and in writing, at all levels within and outside the Board, including governmental agencies such as EEOC and TWC.
Ability to understand and interpret current Board policies, practices and procedures.
Ability to differentiate among competing demands and establish or shift priorities as needed.
Ability to maintain objectivity and fair in conflicts.
Ability to develop and implement procedures involving employee relation processes. .
Ability to gather, analyze, and presents data and recommends courses of action.
Ability to maintain harmonious internal and external relationships.
Ability to process data using a computer and to understand and work with computer reports.
Ability to engage in conflict resolution/negotiating activities to resolve complaints and grievances.
Ability to organize and coordinate multiple tasks and to work under time pressure to meet deadlines.

Nice To Haves

SPHR, PHR, SHRM-SCP or SHRM-CP certification.
Master’s degree or equivalent in human resources management, psychology, business or related field.

Responsibilities

Consults with People Experience and Culture department leaders to develop strategies to effectively manage employee relations; may include working with other areas of HR and other Airport departments.
Responds to EEOC complaints. Manages and develops employee relations processes related to the oversight of complaints procedures, policy violations, appeal hearings, unemployment hearings, involuntary terminations of employment, and responses to charges from governmental and regulatory agencies such as the EEOC and oversees the implementation of these processes.
Consults managers and supervisors on ER issues and the employee relations skills learned in DFW courses.
Conducts investigations on complex, high-exposure cases.
Provides managers and supervisors with interpretation and guidance regarding HR policies, legal and compliance matters to ensure fair and consistent application.
Counsels and advises on the application of specific employment laws including federal and state labor laws.
Researches, evaluates, develops, and participates in development of new or revised programs, policies or procedures affecting employees.
Conducts difficult employee counseling sessions dealing with employee relations issues and/or terminations.
Works closely with departments and management to facilitate and resolve HR-related issues and problems; provides and directs the provision of information and assistance to Board employees.
Partners with People Business Partners on employee relations issues, complaints, and investigations.
Partners with the Risk Management department on reasonable suspicion or workers compensation and Leave Administration cases involving employee leaves of absence or ADA Accommodations.
Counsels, advises managers and supervisors to identify and resolve employee issues and improve workforce performance and effectiveness.