SUMMARY
This role is entrusted to handle workplace concerns and action plans providing intervention as necessary. This role will work extensively with People Leaders to identify opportunities to proactively and preventatively address common Employee Relations (ER) issues, and will provide guidance and coaching to leaders of all levels to address team member conduct and performance areas. Responsible to stay attuned to organizational and operational changes across the Company to identify potential ER risks to address proactively.
At its heart, the focus of this position is about positive team member experiences and retention. It focuses on both individual and collective relationships in the workplace with an increasing emphasis on the connection between People Leaders and their team members to form mutual respect, trust, and appreciation.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
- Act as a consultant for managers on issues related to team member performance, conflict resolution, and problem solving related to the management of team members.
- Follow a fair and objective process appropriate for team member concerns including fact-finding and ensuring adherence to employee relations policies and practices. Conduct investigations per Company process.
- Provide specialist level support, thought partnership, guidance, and coaching to all levels of People Leaders.
- Follow expected documentation techniques and ensure maintenance of accurate, confidential records regarding all reported matters and fact-finding documentation.
- Maintain the highest level of integrity and confidentiality when managing employee relations issues and managing reported matters.
- Stay attuned to organizational and operational changes across the company to identify potential employee relations risks and raise awareness with manager.
- Provide guidance and assistance with the development and delivery of appropriate performance feedback or action plans including corrective/disciplinary actions and performance improvement plans.
- Responds to and represents the Company as needed for unemployment claims.
- Depending on work location, may fulfill other HR responsibilities onsite.
- Review and process religious accommodation requests.
- Provide guidance to local leadership on workplace threats and emergencies (violence, reasonable suspicion testing, conflicts, substance abuse, etc.).
SUPERVISORY RESPONSIBILITIES
This job has no supervisory responsibilities.
CRITICAL COMPETENCIES or SKILL SETS
Ability to read and interpret documents such as policies, safety rules, operating instructions, and procedure manuals. Ability to write performance or disciplinary documents and correspondence. Ability to navigate ER issues, consult with appropriate parties, and arrive at decisions or resolutions that are legal, fair, and appropriate for the Company’s culture.