Human Resources Department - Employee Relations & Development Manager

Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Development, Psychology, or a directly related field and a minimum of five (5) years of experience in Human Resources functions to include three (3) years of progressive Employee Relations experience (i.e. EEO/AA compliance, legal interpretation, complaint investigation and reporting, grievance processes and outreach, and discipline/discharge procedures) and one (1) year supervisory or lead experience; or an equivalent combination of related education and experience that provides the required knowledge, skills, and abilities. SPHR, PHR, GPHR, ARM, CEBS, GBA, or CMS certification or SHRM-CP/SHRM-SCP is preferred.

• Demonstrated experience with Federal, State, and Local employment laws, diversity, and investigative strategies.
• Demonstrated experience with EEO training and presentations.
• Demonstrated computer competency and preferably knowledgeable of HRIS systems;

Or any equivalent combination of education, experience, and training which provides the required knowledge, skills, and abilities.
Certificates and Licenses Required
Must have or obtain by date of hire a valid driver's license applicable to job responsibilities, with a driving record acceptable to the County of El Paso.
Provides a broad range of professional EMPLOYEE RELATIONS activities including but not limited to employee consulting, training, development, conflict resolution, complaint investigation, policy interpretation and the preparation and delivery of related summary reports and recommendations. Interacts with all levels of leadership regarding legal compliance, discipline, terminations, and negotiated separations. Works with a great deal of independent discretion in decision-making and execution of responsibilities;
Is recognized as a subject matter expert who applies theory into practice with in-depth understanding of the professional field with limited oversight from managers;
Performs independently the full range of responsibilities within the function; requires deep job knowledge of area typically obtained through higher education combined with experience;
Manages and analyzes complex problems/issues with diverse scopes to determine potential solutions;
As assigned manages large projects or programs that include formulating strategies and administering policies, processes, and resources;
As assigned serves as lead investigator for various workforce issues including harassment, discrimination, and misconduct;
Ensures service delivery is aligned with the County's Guiding Principles including Equity and Fairness, Fiscal Sustainability, Operational Excellence and Leaders in Innovation;
Works in close partnership with managers to deliver an effective and consistent employee experience in matters relating to performance management, conflict resolution, misconduct, accommodation issues, and separations;
Develops and/or leverages processes and tools to support delivery of services, identify training opportunities, and identify, create, or recommend process improvements for making Human Resources services, including EMPLOYEE RELATIONS;
Participates as a subject-matter-expert in rewriting and providing insight on HR policy, best practices, and procedure updates;
Provides assistance and guidance with third-party (federal, state, and local entities) service providers and vendors;
Ensures policies, procedures and practices are in compliance with applicable Federal, State, and County employment laws and policies including EEO, FMLA, Workers Compensation, ADA, FLSA. Develops and maintains key relationships and alliances with relevant County, City, and State management staff and HR personnel;
Oversees the delivery of training and informational initiatives connecting employees with organizational goals through traditional and digital methods;
Creates opportunities for streamlining EMPLOYEE RELATIONS, development and training;
Assists other HUMAN RESOURCES professionals and managers to provide all employees with clear explanations of guidelines, procedures, and policies and oversee training programs;
Trains and develops employees through understanding and learning about the culture;
Monitors changes in employee behavior and devise proactive strategies to improve efficiency and workplace morale;
Advises and trains managers and supervisors in best EMPLOYEE RELATIONS practices and strategies for managing supervisor problems and employee grievances. Possess a thorough understanding of negotiation techniques and dispute resolution;
As assigned investigates and responds to complaints of discrimination based on Title VII, Civil Rights Act of 1964 and 1991, Americans with Disabilities Act, Age Discrimination in Employment Act, and other Federal and State EEO laws and affirmative action regulations and other Federal, State, and Local laws related to employment with sound and applicable investigative principles, techniques and procedures;
Evaluates complaints in consultation with legal counsel and collaboratively develops an investigation strategy, if an investigation is warranted;
Interviews persons involved in equal opportunity complaints to verify case information; Interviews witnesses, suspects, or claimants;
Reports findings and discusses recommendations with management in an effort to initiate change in the workplace environment that may be perceived as discriminatory in consultation with legal counsel;
Identifies, monitors, and reports significant trends to mitigate risks and liabilities;
Investigation reviews and the development of proposed dispositions pursuant of EEOC guidelines;
Initiates resolution process in consultation with legal counsel including gathering, analyzing, and evaluating documents for purposes of preparing files for investigations, hearings, requests and/or other administrative requirements;
Monitors the implementation and impact of guidelines for nondiscriminatory employment practices;
Coordinates, monitors, or revises complaint procedures to ensure timely processing and review of complaints;
Acts as a management advisor in the area of investigations;
Advocates for just and fair application of policies and procedures;
Assists legal counsel in representing department in fact-finding hearings and on-site investigations of charges;
Provides information, technical assistance, or trainings to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development;
Assists Counsel (internal/external) in discovery and preparation in event of a lawsuit;
Attends meetings and provides staffing for department;
Interprets civil rights laws and equal opportunity regulations for individuals or employers;
Meets with persons involved in equal opportunity complaints to arbitrate and settle disputes;
Develops guidelines for nondiscriminatory employment practices;
Explains regulations, policies, or procedures;
Negotiates agreements to resolve disputes;
Recommends organizational guidelines or policies;
Monitors organizational processes;
Conducts surveys in organizations;
Trains personnel on managerial topics;
Confers with personnel to coordinate business operations;
Provides support, mentors, transfers knowledge, and skills to staff at all technical levels in a team environment to meet established goals and objectives;
Attends and participates in meetings, training, and information sessions;
Stays abreast of new trends and innovations in the field;
Commits self to providing excellent customer service and demonstrate commitment through cooperative team and individual efforts; and
Creates a high-quality work culture through participation in and emphasis on training and mentoring to develop leadership, management, and technical skills in self and all employees, including safety related training and skills.
Other Important Duties*
Performs such other related duties as may be assigned;
Maintains a safe and healthy work place environment;
As members of the County of El Paso Emergency Response System, all El Paso County employees are designated as Disaster Service Workers during a proclaimed emergency and may be required to train on emergency response and/or perform certain emergency services at the direction of their supervisor. The Employee Relations & Development Manager is responsible for developing the Employee Relations, Training and Development function, investigating EMPLOYEE RELATIONS/policy issues, partnering with assigned County Department managers and leaders to provide advanced professional level human resource management services to include consulting with department leaders, delivering organizational development and training solutions, advising on talent management solutions including performance management, employee grievance administration, succession planning and conflict resolution. This position works under direction with increasing latitude for independent judgment.Organizational Relationships
Reports to: Chief HR Officer or designee
Directs: Employee Relations Specialist, HR Generalist, Intermediate
Other: Has frequent contact with other county employees, elected officials, department heads and/or staff in order to coordinate and complete assigned responsibilities, vendors, contractors, and other county employees.Employment Type: Full Time Regular