Sr. Employee Relations Business Partner

General Purpose

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.

Duties and Responsibilities

• Effectively manage the timely resolution of approximately 30-60 Employee Relations cases.
• Provide regular and proactive communication to local HR and management around cases in assigned area.
• Support leadership development by providing coaching on people management (e.g., performance plan management and feedback, day-to-day coaching strategies, training opportunities, etc.).
• Interpret and make recommendations regarding Company policy.
• Maintain and support positive employee relations within assigned MU where associate experience is monitored and recommendations made.
• 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.
• 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.
• Maintain detailed and accurate account of investigation with timely memorialization of the notes and supporting documents into the HR case management system.
• Investigate and draft responses to EEOC and local agency charges. Prepare for agency or third party mediations.
• Scope of concern includes Title VII issues, Code of Business Conduct violations, general conduct, performance, safety, and attendance activities, etc.
• Facilitate field based training.
• Serve as the main point of contact and ER investigator for a Market Unit and/or Function.
• Utilize Coaching Ability and Leadership to coach and mentor ERBPs and serve as ER Manager as required.
• Identify, investigate, and resolve issues of employee concern or conflict in an appropriate and timely manner.
• 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.

Qualifications

• 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).
• Bachelor's degree/Master's degree in related field preferred
• Labor and legal exposure preferred
• Specific experience with conflict management and/or handling investigations.
• 5 years of experience in Human Resources with a focus on Employee and/or Labor Relations minimum, 7 years preferred
• High School Diploma required