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SalaryWhere compassion meets innovation and technology and our employees are family.
Thank you for your interest in joining our team! Please review the job information below.
General Responsibilities:
The Employee Relations Manager supports the organization by serving as an advisor to department directors/managers/supervisors and HR business partners and provide them counseling and consultative assistance on a variety of Employee Relations issues. The Employee Relations Manager assists with the resolution of Employee Relations issues/conduct concerns, the complaint resolution process, and the interpretation of DCH policies and procedures as well as state/federal employment laws.
Essential Duties and Responsibilities:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This job description is not intended to be all-inclusive; employees will perform other reasonably related business duties as assigned by the immediate supervisor and/or hospital administration as required.
- Advise HR business partners and leaders regarding complex Employee Relations situations and the interpretation of HR policies, labor, and state/federal employment laws.
- Conduct in depth investigations of significant issues/claims such as discrimination, harassment, sexual harassment, workplace violence, and other matters that involve complex, time-consuming and/or difficult efforts/concerns.
- Manage the resolution of Employee Relations matters related to disciplinary actions, conflicts and interpretation of established policies and administrative practices in a timely and effective manner.
- Assists leadership in evaluating Employee Relations issues and in determining appropriate resolution.
- Assists managers and supervisors in developing effective performance improvement action plans.
- Prepares investigative reports and maintains comprehensive records in database system for trend analysis. as well as Prepares documentation and reporting that accurately reflects investigations, resolutions, and outcomes.
- Oversees process and/or conducts exit interviews in a timely manner and prepares turnover analysis reports.
- Recommends retention programs based on data collected from exits, employee surveys and employee complaints.
- Assess, design, and deliver training on Employee Relations and labor issues as requested by, or in support of, HR business partners and leadership.
- Lead special projects aimed at improving organizational processes and practices associated with employment-related activities.
- Provides support, coaching, and advisement to the HR Business Partners concerning Employee Relations, labor relations and performance management matters.
- Responds to HR related issues reported through alert line and EAG.
- Consults with legal counsel on as needed bases with approval of Sr. Director.
- Travels to off-site locations as needed to meet with management and employees to handle Employee Relations concerns.
- Represents DCH in handling unemployment claims.
- Works with Director to research, investigate, and gather data to respond to claims filed through outside agencies, including Texas Workforce Commission, Equal Employment Opportunity Commission, etc…
- Maintains utmost level of confidentiality at all times.
- Adheres to hospital policies and procedures.
- Demonstrates business practices and personal actions that are ethical and adhere to corporate compliance and integrity guidelines.
Education and/or Experience:
- Bachelor's degree from accredited college or university in Employee Relations, Human Resources or related field; plus 3-5 years of professional human resources generalist or Employee Relations experience required.
- Advanced knowledge of Human Resource principles and practices, including Employee Relations, organizational behavior, negotiations, and performance management.
- Advanced knowledge of federal, state, and local employment laws.
- Generalist knowledge of Human Resource principles involving compensation, benefits, recruitment, and selection is needed.
- Ideal candidate will have strong information systems & analysis background with Microsoft Word and Excel knowledge.
- Demonstrated ability to independently organize and prioritize responsibilities.
- Strong writing and verbal communication skills.
- PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.
Certificates, Licenses, Registrations.
PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.
