Provides strategic and tactical Employee Relations consultation to Managers and Employees to resolve employee issues and advise on employee conflict resolution, performance management, disciplinary action and/or termination. Independently advises on interpretation of personnel policies, labor contracts and State/Federal employment laws and provides guidance to line management. Conducts investigations to ensure that employee issues are resolved in adherence to all company, local, state, and federal policies, procedures, and regulations.

The duties and responsibilities stated are a general summary and not all inclusive.

Major Responsibilities:

% of Time Responsibility

• 20% Advise and coach managers and employees in assigned client groups in the application and interpretation of Human Resources policies, labor union contracts, and employee relations matters.
• 20% Conduct in-depth investigations regarding employee relations matters; including but not limited to: EEO, sexual harassment, hostility and violence in the workplace, domestic violence, impairment and drug diversion.
• 15% Advise clients and make recommendations regarding performance management, employee conduct, EEO/diversity, transfers, reduction in force terminations and disciplinary action.
• 10% Supports the grievance and arbitration process and maintains positive employee relations and labor-management relations. Prepares, interprets, processes, and educates around changes to collective bargaining agreements and contract negotiations.
• 10% Assist managers in the development and implementation of employee relations efforts designed to build trust and enhance employee engagement.
• 10% Advise on the FMLA, leave of absence and ADA compliance and administration in consultation with the Office of General Counsel, Workers Compensation department, the Leave of Absence Office, and Employee Health Services.
• 10% Actively participate on committees and initiatives representing both clients and human resources to ensure application of new legislation, the smooth roll-out of systems and organizational requirements, and to ensure comprehensive policy updates and implementation.
• 5% Participate in the grievance process, labor management meetings, arbitrations, MCAD claims, and all other legal proceedings as needed.
• n/a All other duties as assigned.

Position Qualifications:

License/Certification/Education:

Required:

• Bachelor’s degree in Business Administration with concentration in Human Resources or an equivalent field.

Experience/Skill:

Required:

• Minimum of five years of relevant experience.
• Knowledge of human resources theory, principles and practices.
• Working knowledge of such disciplines as the recruitment function, training, compensation, employee relations, labor relations, and benefits administration.
• Good communications, program management, project management, facilitation, decision-making, critical thinking and listening skills.
• Prior Employee Relations coaching/mentoring expertise, as well as a functional understanding of the organization.
• Proven problem solving, mediation and analysis experience. Must be self-directed and motivated.
• Ability to multi-task and manage time in a complex environment.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.