Director, Employee Relations, Human Resources

Responsibilities
The Director of Employee Relations works closely with Legal, Risk, Compliance, Equity, Inclusion and Belonging and the Directors of Human Resources. The Director of Employee Relations provides guidance to the Human Resources Managers, and operational leadership on Employee Relations issues. Ensures Just Culture philosophy is utilized throughout the organization. Responsible for determining and developing tracking method for Employee Relations issues. Analyzes data for trends and develops solutions in partnership with the Directors of Human Resources and Legal. Provides annual training plan for leaders. Monitors and trends unemployment claims and provides instruction/training to Human Resources Managers and leaders. Develops leader trainings in conjunction with Legal, on FMLA, ADA, and employment policies and conducts training sessions. Updates the employee handbook and conducts annual policy review and revisions in conjunction with Legal and other Human Resources leaders.
Key Accountabilities:

• Serves as a resource in employment matters, such as conflict resolution, labor relations, harassment claims, and EEO investigations/charges; Assures timely and accurate documentation of findings and supportive data; Applies Just Culture philosophy in determining course of action; Ensures policies and procedures are appropriately and consistently applied in conjunction with the Code of Conduct; Monitors trends in Employee Relations and delivers appropriate solutions. Director, Employee Relations and Directors of Human Resources collaborate and communicate on trends in Employee Relations in their division.
• Develops plans and delivers solutions to improve and elevate leaders' coaching competencies.
• Arranges/conducts leadership educational programs in employment policies and employment law; Leads implementation and compliance of organizational and regulatory requirements and agencies relating to HR and serves as primary point of contact for agencies related to Employee Relations such as OIG, DOL, etc. In addition to Employee Relations data, reviews other metrics such as engagement survey and exit survey data to recommend solutions to provide a positive employee experience. Provides training to staff under their direction.
• Conducts policy and handbook review, revises and implements best practices.

Qualifications
Required:

• Five years' experience in Employee Relations
• Three years' leadership experience
• Bachelor Degree

Desired:

• Master Degree
• Professional in Human Resources