Sr. Employee Relations Business Partner

CONA Services•Dallas, TX

About The Position

Acts as a key partner in driving Employee Relations strategies. Responsible for ensuring that employee policies, practices, and programs are consistently applied across assigned client group and overall Operating Unit. Conducts investigations into Employee Relations complaints and makes recommendations on appropriate resolution. May assist with preparation of legal responses to complaints or charges and participate in mediation or other alternative dispute resolution processes. Conducts risk assessments by evaluating information from various sources and recommending actions. Partners with HRBP and leadership within assigned Market Unit to advise on implications of short and long-term decisions, strategies, and large-scale change efforts, tools and plans that will yield sustainable business results and enhance organizational capability. Coach and Mentor ERBP’s and support as back up for ER Manager when ER Manager is out and works closely with ER Manager to help develop strategy and direction for the team.

Requirements

High School Diploma required
5 years of experience in Human Resources with a focus on Employee and/or Labor Relations minimum, 7 years preferred
Specific experience with conflict management and/or handling investigations.
Exposure to handling employee issues that involve compliance with state and federal regulations (e.g., Title VII, ADA, ADEA, FMLA, Executive Order 11246, VEVRAA, Section 503 of the Rehabilitation Act of 1973, FCRA, NLRA, OSHA, FLSA, and WARN).
Must be proficient in Excel, Word, PowerPoint, and
Position requires schedule flexibility to support investigations

Nice To Haves

Bachelor's degree/Master's degree in related field preferred
Labor and legal exposure preferred
Experience with presenting to the ethics committee and executive team

Responsibilities

Serve as the main point of contact and ER investigator for a Market Unit and/or Function.
Identify, investigate, and resolve issues of employee concern or conflict in an appropriate and timely manner.
Scope of concern includes Title VII issues, Code of Business Conduct violations, ethical violations, general conduct, performance, safety, and attendance activities, etc.
Effectively manage the timely resolution of approximately 30-60 Employee Relations cases per month.
Working knowledge of short-term disability, accommodations, FMLA, and laws pertaining to all leave types. This includes the interactive process and religious accommodations.
Maintain detailed and accurate account of investigation with timely memorialization of the notes and supporting documents into the Employee Relations (Salesforce) case management system.
Partner with the Labor & Employment Legal Department, Human Resources partners, and management in providing HR support and ER subject matter expertise to recommend appropriate action to resolve employee disputes and concerns.
Investigate and draft responses to EEOC and local agency charges. Prepare for agency or third-party mediations.
Investigate, organize, and respond to Texas and Oklahoma Workforce Commission inquiries. Also, defend company’s dismissal during unemployment hearings.
Provide regular and proactive communication to local HR and management around cases in assigned area.
Maintain and support positive employee relations within assigned MU where associate experience is monitored and recommendations made.
Facilitate field-based training.
Interpret and make recommendations regarding Company policy based on past case comparators to ensure consistency.
Support one team HR mindset by using customer-focused approach to deliver HR solutions through effective partnerships across ER, the HR organization, and other supporting functions as necessary.
Engage in proactive, strategic approach to Employee Relations by identifying employee relations trends, recommending solutions that address root-cause of potential ER issues, and partnering with leadership on developing and executing action plans.
Support leadership development by providing coaching on people management (e.g., performance plan management and feedback, day-to-day coaching strategies, training opportunities, etc.).
Leverage resources and make process recommendations to maximize productivity and ensure timely resolution of activities.
Utilize influencing skills with leaders to reach win/win outcomes that minimize risk to the company.
Utilize Coaching Ability and Leadership to coach and mentor ERBPs and serve as ER Manager as required.
Facilitate, support and present to new leaders within the company during New Leaders’ Onboarding quarterly sessions.
Liaison and collaborate with external Leave Management team as it pertains to Employee Relations matters.