Sr. Employee Relations Partner

Quest Diagnostics • Irving, TX

252d

About The Position

The Senior Employee Relations Partner serves as a key team member of the Employee Relations Center of Excellence. The Senior Employee Relations Partner supports the company by ensuring that managers are well equipped to implement people solutions that will resolve employee relations matters, build a positive employee relations climate, and enable compliance to relevant employment legislation. The Senior Employee Relations Partner plays a vital role in overseeing employee engagement and retention initiatives for the company. The Senior Employee Relations Partner works in a both a leadership and team capacity to support multiple sites and lines of businesses in a specific geographic region across Quest Diagnostics and its subsidiary companies. The Senior Employee Relations Partner serves as a mentor providing guidance and support to those in the role of Employee Relations Partner in the Employee Relations Center of Excellence. The Employee Relations partners with all HR Centers of Excellence, Business Leadership, Management and Legal on issues related to employee relations, providing the optimum work environment possible, and the development and administration of HR policies and procedures. This is a largely remote role but requires the Sr. Employee Relations Partner to conduct occasional investigations at Quest site(s) within range.

Requirements

• Minimum 7-10 years experience in HR Generalist or Employee Relations Specialist role(s) in comparable organizations.
• Must have knowledge of employment law and regulations.
• Familiarity with HR systems, such as HRIS, HR Reporting, Case Management, etc.
• Excellent interpersonal, verbal and written communication skills.
• Excellent attention to detail, problem solving, organizational and prioritization skills.
• Ability to deal with people in a manner which shows sensitivity, tact, and professionalism.
• Ability to prioritize, problem solve and apply critical thinking skills.
• Ability to effectively interact with a diverse population at all levels within the organization.
• Ability to maintain composure in stressful situations.
• Proficiency with Microsoft Office products (Excel, Word, PowerPoint).

Nice To Haves

• Prefer 2 years of leadership experience obtained through mentorship, supervisory, project management, or high-level consultative accomplishments.

Responsibilities

• Partner with employees and managers to settle in depth and complex, non-routine work-related issues through advice and recommendation.
• Recommend solutions when repetition of individual problems indicates negative trends.
• Deliver high quality decisions and counsel consistently to managers and employees.
• Identify and analyze employee matters and recommend appropriate employment action to maintain a productive work environment, achieve optimal performance, and minimize risk to the company.
• Administer the company's coaching and disciplinary action process, including coaching and counseling managers and employees on performance management.
• Support management in the preparation of in depth and complex, non-routine disciplinary action documentation and performance improvement plans.
• Ensure that written documentation prepared by managers is legally sound and helps reduce employment-related risk.
• Follow-up with employees and their managers after a performance document has been delivered to ensure improvement.
• Participate in disciplinary or termination proceedings for employees, as needed.
• Develop specialized knowledge of assigned sites and lines of business/geography and provide feedback on trends to management.
• Coordinate and participate in Reduction in Force activities across the company.
• Coordinate and participate in the company's Appeal process/Peer Review process.
• Conduct in depth internal investigations of non-routine allegations regarding performance, misconduct or company-policy violations.
• Document and report findings from investigations and create action plans for implementation and resolution.
• Advise the Tier 1 and Tier 2 HR Service Center team in addressing routine allegations of performance, misconduct, and company-policy violations.
• Serve as a primary contact for the company on matters pertaining to employment law compliance and mitigation of people risk.
• Monitor changes in employment legislation and recommend policy changes as needed.
• Support and participate in employment litigation, including EEOC position statement support and mediations.
• Provide guidance and recommendations to the development of policy, processes, and tools for the Employee Relations Center of Excellence.
• Monitor and report on retention and turnover metrics to ensure effective support of the company's employee relations processes.
• Leverage employee engagement tools, such as surveys, focus groups, town hall meetings, etc.
• Provide work direction and share expertise and knowledge with members of the Employee Relations Center of Excellence.
• Train Employee Relations Center of Excellence resources on changes in employee relations policies and approaches.

Benefits

• Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets or any other legally protected status.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Industry: Ambulatory Health Care Services
• Education Level: Bachelor's degree