Senior Manager, Human Resources

Astound Broadband•Bethlehem, PA

2d•$100,000 - $130,000•Hybrid

About The Position

The Senior Manager, Human Resources is a key partner collaborating with leaders on matters of performance, conflict, conduct, and discipline. The Senior Manager, Human Resources works to maintain positive employee relationships while ensuring compliance with company standards and applicable federal, state, and local laws. This includes facilitating prompt and effective resolution of workplace conflicts and addressing issues for employees, managers, and leaders in a manner consistent with Astound’s Mission, policies, practices, and overall business strategy. This position will have direct report(s). Serves as a primary point of contact for employee relations matters, providing support, coaching and advice to managers regarding performance management, employee discipline, policy interpretation, and termination processes. Conducts complex workplace investigations related to employee claims and provides resolution recommendations to the supporting HR and Operations partners. Prepares summary reports, conclusions, and recommendations. Ability to establish and maintain effective working relationships with employees, management, at all levels of the organization; use reason and de-escalation skills to manage difficult or emotional situations; present facts and recommendations verbally and in writing; plan, design, implement. Advises business management and leadership on ER issues using independent judgment and critical thinking while upholding company values and culture, reducing company risk, and ultimately improving the team member experience. Consults with management in developing employee performance improvement plans. Pardners with leaders, Senior HR leadership and internal counsel as needed, on corrective actions, documentation, performance coaching, or other actions for team members. Makes recommendations to internal Legal counsel & leaders regarding employee corrective actions and performance management. Providing substantive review and editing of corrective action documentation. Pardners with external Legal employment counsel as needed for escalated matters. Tracks relevant employee data, metrics & trends to help define process improvements and approaches. Stay informed of changes in federal, state, and local legislation and proactively identify and recommend any adjustments to company policies or practices to maintain compliance. Work with leadership team to coach and implement strategies that improve engagement and productivity. Utilize data to proactively address potential issues and enhance the overall employee experience. Responsible for managing direct report(s) performance standards through consistent coaching and feedback to maximize individual and team growth. Perform other duties as assigned. Ability to travel to support needs of the market. Actively support, promote, and advance all aspects of Astound’s Inclusion and Belonging work, recognizing it as a business priority, including creating a work environment where all employees feel valued, respected, heard, and empowered. Other duties as assigned.

Requirements

Minimum 7+ years of experience demonstrated a proven track record of managing and resolving complex employee relations matters in a multi-state business environment to include a minimum of 7 years in a Generalist or higher role.
Deep understanding of State and Federal US employment law, EEO regulations, workplace anti-discrimination and accommodations related laws, including Title VII, the ADA, the FMLA and their state law equivalents.
Highly skilled in workplace investigations, negotiation, conflict management and employee relations procedures and processes.
Investigations experience in a remote/Hybrid work environment.
Ability to manage multiple priorities effectively and handle more complex duties with less oversight than a manager level role.
Communicate effectively (verbally and in writing) with all levels of the organization.
Proficiency in Microsoft Office products including Word, Excel, Outlook, Teams, SharePoint, and PowerPoint.
Proficiency in HRIS systems (Workday, ServiceNow, PeopleSoft etc.)

Nice To Haves

Bachelor’s degree Human Resources, Human Development, Psychology, or related field preferred; or equivalent experience.
Human resources certification (SHRM/HRCI/CERP) preferred.

Responsibilities

Serves as a primary point of contact for employee relations matters, providing support, coaching and advice to managers regarding performance management, employee discipline, policy interpretation, and termination processes.
Conducts complex workplace investigations related to employee claims and provides resolution recommendations to the supporting HR and Operations partners. Prepares summary reports, conclusions, and recommendations.
Advises business management and leadership on ER issues using independent judgment and critical thinking while upholding company values and culture, reducing company risk, and ultimately improving the team member experience.
Consults with management in developing employee performance improvement plans.
Partners with leaders, Senior HR leadership and internal counsel as needed, on corrective actions, documentation, performance coaching, or other actions for team members.
Makes recommendations to internal Legal counsel & leaders regarding employee corrective actions and performance management. Providing substantive review and editing of corrective action documentation.
Partners with external Legal employment counsel as needed for escalated matters.
Tracks relevant employee data, metrics & trends to help define process improvements and approaches.
Stay informed of changes in federal, state, and local legislation and proactively identify and recommend any adjustments to company policies or practices to maintain compliance.
Work with leadership team to coach and implement strategies that improve engagement and productivity.
Utilize data to proactively address potential issues and enhance the overall employee experience.
Responsible for managing direct report(s) performance standards through consistent coaching and feedback to maximize individual and team growth.
Ability to travel to support needs of the market.
Actively support, promote, and advance all aspects of Astound’s Inclusion and Belonging work, recognizing it as a business priority, including creating a work environment where all employees feel valued, respected, heard, and empowered.
Perform other duties as assigned.