Employee Relations Partner Ii

Employee Relations Partner II
Bring your drive for excellence, teamwork, and customer commitment to Independence. Join us as we renew and reimagine the future of health care. Together we will achieve our mission to enhance the health and well-being of the people and communities we serve.
At Independence, everyone can feel valued, supported, and comfortable to be themselves. Our commitment to equity means that all associates have the opportunity to achieve their full potential. We put these principles into action every day by acting with integrity and respect. We stand together to speak out against injustice and to break down barriers to support a more inclusive and equitable workplace. Celebrating and embracing the diverse thoughts and perspectives that make up our workforce means our company is more vibrant, innovative, and better able to support the people and communities we serve.
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:

• Resolves problems by applying relevant policies, past practices and/or best practices along with employment law to reach a conclusion, including escalation as needed.
• 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.
• Provides consultation, guidance and coaching to supervisor and management levels in order to prepare them to address an associate's behavior and/or performance.
• This includes preparing the management team to effectively understand and deliver on all levels of corrective action.
• 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).
• Ensures non-management termination of all systems access, including the retrieval of all corporate assets, and or property.
• 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.
• Along with Disability Benefits, participates in the interactive process as needed to intake information regarding ADA accommodations. Ensures collaboration with the Disability Benefits team.
• 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.
• Prepares proper documentation which will be used to support IBC FOC actions during unemployment hearings, EEO inquiries and litigation charges.
• Acts a consultant to the HRBP's in the interpretation of company policies.
• Ensures the interpretation and practice are applied consistently, as necessary, across the organization.
• Participates in the unemployment process including representing IBC FOC at unemployment hearings, depositions and inquiries from both internal and external legal counsel.
• Provides council/coaching to supervisors/managers who may be required to attend the unemployment hearing.
• Trains other Employee Relations resources to support the unemployment process.
• Monitors disciplinary practices and performance management practices.
• Provides recommendations that would best support the business area(s) strategy.
• Develops and delivers Employee Relations related training programs as needed.
• Acts as liaison with Independence University to support needed training programs throughout the organization.
• Partners with Legal department to ensure policies and practices comply with all applicable federal, state and local laws and regulations.
• Works closely with payroll in retrieving overpayments which includes contacting the associate/former associate.
• Coordinates and participates in the exit interview process when needed.
• Identifies opportunities and areas of concern requiring follow up.
• Audits and analyzes data (exit interviews, EE turnover, transfers, etc.), to monitor trends and partner with the HRBP in determining next steps, as needed.

Qualifications:

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

Equal Employment Opportunity
Independence Blue Cross is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to their age, race, color, religion, sex, national origin, sexual orientation, protected veteran status, or disability.