Employee Relations Business Partner

Role Overview

• Supporting multi levels of leadership (supervisor to senior director) with employee relations concerns, varying from attendance, performance, and behavioral concerns to complex interpersonal and regulatory issues
• Acts as a system focal point for implementing and managing employee relations programs and initiatives
• Investigates and resolves employee relations concerns impacting the work environment
• Provides multiple facility managers and Human Resources Consultants with counsel and support in employee relations investigations to include compliance with equal employment opportunity, affirmative action, training and development, and compliance with State and the Joint Commission human resources standards
• Assesses situations and environments affecting employee relations, and provides leaders with advice and recommended courses of action based on operating guidelines, policies and applicable federal and state laws
• Reviews and analyzes facility employee and operational statistics on HR compliance related concerns, complaint investigations, external charges, compliance trends, turnover, and employee engagement to identify trends, activities, and potential issues within each department
• Provides timely assistance in addressing manager/employee requests or complaints, and keeps involved parties informed about status
• Maintains required documentation within case management system; including intake and investigative notes, supporting documents and final reports
• Acts as a resource to staff and leaders in the area of employment practices related to Human Resources regulations such as EEO, Affirmative Action, ADA, etc.
• Develops training for leaders, Human Resources staff and employees to ensure consistency and compliance within regulatory requirements and related policies and procedures
• Collaborates with all HR teams to enhance and facilitate performance improvement, maintain effective communication between all areas of HR and entity operations and to develop and implement system, region, entity and department level goals and objectives
• Interacts with all levels of management and employees, often relaying highly sensitive messages, coaching and counseling managers in appropriate application of programs and policies, and dealing with highly complex, and sometimes emotional situations

Requirements

• Proficiency level typically gained through a combination of a four year degree in Human Resources, Management, Business, or related field along with several years of increasingly responsible work experience in HR
• Three to five years as Human Resources generalist with experience in employment law, conflict resolution, employee relations, and general Human Resources management
• Basic familiarity with principles of compensation, recruiting, and organizational development
• Effective interviewing skills, with attention to detail, accuracy, deadlines, and confidentiality
• Proven ability to analyze complex situations considering multiple factors
• Demonstrated ability to conduct investigations, perform research and accurately document findings
• Ability to communicate effectively formally and informally in small and large groups
• Understanding of organization and facility operations
• Highly developed business case development and project management skills
• PC skills including working knowledge of the Microsoft environment and the ability to access, manipulate, organize and relay information in a meaningful way
• Demonstrated ability to deal with personal and highly confidential information in a professional manner
• Ability to work in a fast-paced team environment

Benefits

• Competitive wages
• Paid orientation
• Flexible Schedules (select positions)
• Fewer Shifts Cancelled
• Weekly pay
• 403(b)
• Pre-tax retirement
• Resources for living (Employee Assistance Program)
• MyWell-Being (Wellness program)
• Discount Entertainment tickets
• Restaurant/Shopping discounts