Description General Summary The Employee Relations ("ER") Lead will support the Corporate function by providing internal clients (employees, leaders, HR Generalists, etc.) with ER expertise and services in a union environment, including: conducting complex investigations related to Company policies, determining investigation findings and recommendations, drafting various investigation-related documents, advising on a wide-range of ER issues, interpreting policies and practices, implementing collective bargaining agreement requirements, and reviewing performance management documents. The Employee Relations Lead will also help on various ER related projects, including assessment of organizational changes, ER data and analytics, and ER training for management and employees. The Employee Relations Lead must be able to perform work with little supervision, exhibit superb written and verbal communication skills, handle a wide range of complex and highly sensitive employment situations, and demonstrate strong emotional intelligence to skillfully interact with employees at all levels of the organization with a wide range of personality types and backgrounds.
Essential Duties and Responsibilities - Provides day-to-day guidance, coaching, and support to the HR Employee Relations team, as well as management and staff, regarding employee relations issues, performance behaviors, interpretation of employment laws, and policies and procedures in union environments. Ensures that employee relations issues such as employee complaints, harassment allegations, and civil rights complaints are responded to timely and within established procedures.
- Advises management with respect to interpretation of and compliance with collective bargaining agreements.
- Reviews all performance counseling to ensure they clearly communicate the issues being addressed and ensure they are appropriate and equitable and do not violate any state or federal laws.
- Oversees (and may lead) all investigations and ensures that investigations are conducted timely and within established procedures. Makes recommendations for resolution regarding issues of staff disputes and/or misconduct. Ensures all documentation is complete and stored appropriately for future reference.
- Manages and investigates all legal actions with agreement of executive management and legal counsel, and ensures appropriate leadership are informed.
- Ensures that exit interviews are completed in a timely manner. Reviews and identifies trends or concerns learned in exit interviews, turnover reports, employee engagement surveys, and other similar data and ensures the trends and/or concerns are communicated to management and leadership. Makes recommendations on how to address issues and trends.
- Develops, manages, and analyses the results of an employee engagement survey every two to three years.
- Manages and oversees the performance management system and process.
- Manages the performance review process including ensuring formal employee performance reviews are completed on time, communicating expectations of review process to management, and analyzing performance review data to determine consistent and equitable agency-wide merit increases.
- Works with the executive management and HR team to develop and deliver all training related to performance management and employee relations.
- Directly plans, organizes, leads, coordinates, delegates, reviews, and appraises the work of assigned staff, with duties including: conducting performance appraisals, staff scheduling to ensure adequate coverage, and staff development conducted both individually and in a group setting as appropriate.
- Maintains the Employee Handbook and other Company HR policies and procedures, ensuring that all policies are up-to-date and comply with current legal requirements.
- Ensures legal compliance by monitoring and implementing all applicable federal, state, and local employment law requirements, maintaining records, and representing the organization at hearings.
- Perform other duties as assigned.
Knowledge, Experience, and Skill Requirements - Bachelor's degree required, Human Resource Management or related field preferred
- Minimum of 5 years of progressive human resources experience, preferably in the government contracting industry.
- Prior experience in union environment required.
- Demonstrated experience leading a wide variety of complex employee investigations with little supervision.
- Demonstrated experience in negotiations preparation, implementation and administration of Collective Bargaining Agreements.
- Excellent decision making, problem solving, critical thinking and root cause/analysis skills.
- Advanced understanding of employment and HR-related laws, regulations, policies, principles, concepts and practices; working knowledge of Service Contract Act requirements.
- High emotional intelligence and strong people skills.
- Ability to handle highly sensitive and confidential matters with compassion and equity.
- Ability to work collaboratively, lead and influence at all levels within the organization, and make decisions while keeping all partners and leaders informed.
- Demonstrated consultative skills.
- Experience working with senior executives in an "influence-without-authority" role.
- Ability to position self as credible, proactive and a trusted thought-partner.
- Independent work style, balancing the need for collaboration with minimal supervision.
- Ability to manage multiple projects with strong time management and prioritization skills.
- Excellent communication and presentation skills, including verbal and written.
Work Environment - Works in office areas as well as throughout the facility.
- Physical demands include intermittent sitting, standing, and walking, and occasional bending, reaching, and lifting.
- May require minimal travel.
This job description is subject to change by the employer as the needs of the employer and requirements of the job change. We maintain a drug-free workplace and perform pre-employment substance abuse testing. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)