SCOPE:

The Employee Relations Manager will be responsible for developing strategies to reduce and resolve employee relations issues. Performs as a proactive and insight-driven partner to business leaders to lead organization and people excellence, effectively influence culture, and deliver positive business outcomes.

This individual will work directly with the VP of People and Culture, to assist in driving stronger engagement and opening up lines of communication with current employees. This role is responsible for understanding the employee voice and leveraging mechanisms for continuous improvement. It is also responsible for helping promote a positive organizational culture, the creation and execution of internal employee engagement, and executing Human Resources communications campaigns geared towards improving employee awareness and morale.

ESSENTIAL FUNCTIONS

• Researches and explains laws and legal affairs concerning employment to managers, supervisors, and employees.
• Responsible for conducting investigations related to any employee concerns.
• Provides HR support to the Human Services leadership and employees.
• Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. Develops further training as needed.
• Contributes to and executes on the GGI human resource strategic initiatives.
• Provides expertise and guidance in several aspects of the employment cycle by coaching supervisors and business leadership on:
  • Workforce Management
  • Employee Relations
  • Performance Management
  • Employee Retention and Voluntary Attrition Reduction Strategies
• Helps to identify strengths, capabilities, and development opportunities for all staff.
• Ensures Human Resource’s legal compliance by monitoring human resource federal and state requirements; conducts audits of employee records and survey materials.
• Develops and maintains a positive, productive relationship with supervisors and leadership.
• Ensures alignment of all policies and practices of the business units with the guidelines provided by the Human Resources department.
• Presents and creates potential initiatives and engagement designed to benefit the entire company.
• Participates on project teams and/or works independently on a variety of projects including the development of new incentives, programs, performance management, succession planning, and training.
• Drives process and efficiency improvement across all functions of the HR department.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Assist managers with resolving employee relations issues and how to document disciplinary actions.
• Provides day-to-day performance management guidance to management (e.g., coaching, counseling, training, mentoring, disciplinary actions).
• Dedicated to driving stronger engagement and opening lines of communication with current employees.

OTHER DUTIES MAY INCLUDE BUT ARE NOT LIMITED TO:

• Demonstrate by words and actions a commitment to the Goodwill mission by advocating for and assisting persons experiencing homelessness to become more independent.
• Perform or assist with any duties or operations, as required to maintain workflow and to meet schedules and quality requirements.
• Maintain safe work area and comply with safety procedures and equipment operating rules, keeping work area in a clean and orderly condition.
• Participate in any variety of meetings and task force groups to integrate activities, communicate issues, obtain approvals, resolve problems and maintain specified level of knowledge pertaining to new developments, requirements, and policies.

KNOWLEDGE AND SKILLS:

• Experience and education equivalent to a Bachelor’s degree in Human Resources or a related field with a minimum of five years of human resources experience. Master’s degree preferred.
• Ability to travel to various sites within the five-county region that GGI supports.
• Ability to successfully maintain multi-site relationships and manage time and responsibilities effectively.
• Proven record of effectively resolving employee issues, improving processes, and increasing efficiency.
• Experience balancing site needs with corporate priorities.
• Experience in delivering corporate HR programs and initiatives, ensuring they are embraced by and become embedded within the business.
• Sound knowledge of applicable labor and employment laws.
• Demonstrated analytical and process management skills.
• Excellent communication skills (written and verbal), including strong business acumen.
• Outstanding team building skills.
• Excellent time management skills, including prioritizing and multitasking.
• Ability to guide and influence at all levels.

PHYSICAL REQUIREMENTS:

• General office environment

TOOLS AND EQUIPMENT USED:

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