Employee Relations Partner Ii

Employee Relations Partner II

Employee Relations’ purpose is to strengthen the management-associate relationships through identifying, evaluating and resolving workplace issues, keeping a pulse on associate satisfaction, and supporting our talent management practices where a diverse mix of skilled people want to come, stay, and do their best work.

The Employee Relations Partner II investigates and resolves associate issues including but not limited to performance issues, policy violations, or any other complaint/conflict/concern from an associate or manager. These issues may be brought to the Employee Relations Partner II through various channels including, but not limited to an associate, a manager/leader, HR Business Partner (HRBP), another area of HR, and/or the compliance hotline. This position is responsible for making sure that the issue is handled appropriately, following our internal policies along with Federal and State employment laws, in order to reduce risk to the organization. Additionally, at this level, the Employee Relations Partner II is exploring new ways to further improve management/associate relations with guidance from Sr. Employee Relations Partner and/or Director, Talent Management.

Job Summary:

• Provides council/coaching to supervisors/managers who may be required to attend the unemployment hearing.
• Provides consultation, guidance and coaching to supervisor and management levels in order to prepare them to address an associate’s behavior and/or performance.
• Depending upon the situation, may guide the mediation of opposing views and bring issues to resolution with front line and supervisory/manager levels of the organization.
• Prepares proper documentation which will be used to support IBC FOC actions during unemployment hearings, EEO inquiries and litigation charges.
• This includes preparing the management team to effectively understand and deliver on all levels of corrective action.
• Monitors disciplinary practices and performance management practices.
• Identifies opportunities and areas of concern requiring follow up.
• Provides consultation, guidance and coaching to non-management associates, to prepare them for conversations with their management team or fellow associate to address an issue/concern.
• Coordinates and participates in the exit interview process when needed.
• Ensures the interpretation and practice are applied consistently, as necessary, across the organization.
• Along with Disability Benefits, participates in the interactive process as needed to intake information regarding ADA accommodations. Ensures collaboration with the Disability Benefits team.
• Acts as liaison with Independence University to support needed training programs throughout the organization.
• Works closely with payroll in retrieving overpayments which includes contacting the associate/former associate.
• Acts a consultant to the HRBP’s in the interpretation of company policies.
• Audits and analyzes data (exit interviews, EE turnover, transfers, etc.), to monitor trends and partner with the HRBP in determining next steps, as needed.
• Provides recommendations that would best support the business area(s) strategy.
• Partners with Legal department to ensure policies and practices comply with all applicable federal, state and local laws and regulations.
• Maintains required documentation including intake and investigation notes, supporting documents and final reports and/or evidence of action taken on various ER, ADA, Performance Management, Discrimination, etc. claims/issues.
• Trains other employee relations resources to support the unemployment process.
• Participates in the involuntary terminations process for non-management associates including investigations, adherence to the progressive corrective action policies, and preparation/directing management on terminations (except workforce reductions).
• Develops and delivers employee relations related training programs as needed.
• Ensures non-management termination of all systems access, including the retrieval of all corporate assets, and or property.
• Resolves problems by applying relevant policies, past practices and/or best practices along with employment law to reach a conclusion, including escalation as needed.
• Participates in the unemployment process including representing IBC FOC at unemployment hearings, depositions and inquiries from both internal and external legal counsel.

Qualifications:

• Results focused with the ability to develop relationships in a matrixed enterprise.
• Ability to maintain neutrality and calm demeanor in tense / conflict-ridden situations.
• Advanced knowledge of employment, wage and hour, FMLA, and EEO laws and regulations in all states in which IBC FOC has offices/associates preferred.
• Minimum of 5 years of Human Resource experience and/or 3 years of employee relations experience preferred.
• Excellent negotiation, written and verbal communications skills, interpersonal skills and relationship building, analytical skills, with a high degree of organization and attention to details.
• Demonstrated computer skills including Microsoft products, and HR systems.
• Effective in exercising good judgment and articulating reasoned rationale for recommendations to business partners.
• Ability to recommend and/or apply appropriate action based on policy/procedure and/or business practice.
• Excellent problem-solving capabilities and responsiveness to associate concerns and conflicting stakeholders needs.
• Bachelor’s degree in Business, Human Resources, Psychology, Industrial or Labor Relations preferred or equivalent work experience.

Hybrid of Choice:

Independence has implemented a “Hybrid of Choice” model which provides our associates with the flexibility to choose whether to work remotely, work in the office every day, or work in the office on certain days at their discretion. However, management may require our associates to work from Independence’s physical office locations on certain occasions. This role is designated as a role that fits into the “Hybrid of Choice” model. While associates may work remotely, the work must be performed in the Tri-State Area of Delaware, New Jersey or Pennsylvania.

Equal Employment Opportunity