Manager, Human Resources, Employee Relations

6 days ago

Tarrytown, New York, United States The Mental Health Association of Westchester Inc. Full time
Job Title: MANAGER, HUMAN RESURCES - EMPLOYEE RELATIONS

Reports To: Chief Human Resources Officer

Program: Administration

Location: Greater Mental Health of New York | Tarrytown, NY

Hours Per Week: 35 hours (Full time, 5 days per week)

FLSA Classification: Exempt

Annual Salary Range: $70K to $75K

We are Greater Mental Health of New York, the leading non-profit agency in New York State dedicated exclusively to promoting the mental and emotional well-being of individuals throughout Westchester, Rockland counties and beyond.

Our wide array of mental health and substance use treatment services support people of all ages as they navigate their unique journeys, with the goal of providing the care that is right for each individual and their goals. Through our robust direct care services, as well as our advocacy efforts and community education opportunities, Greater Mental Health is able to meet the needs of thousands of individuals and families each year, helping them live independent lives in the community.

We are seeking a dynamic and talented human resources professional with demonstrated experience leading the employee relations function.

Summary Description:

As Manager of Human Resources - Employee Relations, you will serve as a primary point of contact responding to internal workplace complaints and escalations. For each case, conduct an internal investigation including interviewing relevant parties, gathering documentation, and articulating the findings. Provide subject matter expertise to all levels of leadership on employee relations, investigations, and employment practices. Serve as a subject matter expert and escalation point for an assigned client group for all leveraged employee relations matters.

This role involves conducting thorough internal employee-related investigations, analyzing data to identify trends, and providing strategic recommendations to improve ER policies and practices. The Manager, Human Resources - Employee Relations will work closely with HR leaders, business partners, and counsel to ensure compliance with employment laws and regulations, and to promote a positive workplace culture.

Key Responsibilities:
  • Becoming a trusted subject matter expert on complex employee relations matters; including diagnosing problems, negotiating workable solutions, and providing a verbal or written report of fact findings to all levels of leadership.
  • Ensuring appropriate calibration of disciplinary action for all performance and policy violations.
  • Building and establishing relationships with HR team and organizational leaders at various levels.
  • Developing, planning, and communicating updates on ER processes, policies, tools, and resources.
  • Focusing on elevating ER capabilities and people leaders across the business.
  • Managing cases and ensuring timely response and the advancement towards resolution.
  • Managing complex, escalated, or sensitive cases in partnership with ethics, and/or legal compliance.
  • Challenging status quo and proactively identifying process improvements.
  • And any other duties needed to help drive our vision, fulfill our mission, and abide by our organization's values.
Employee Relations Strategy and Execution
  • Support the design and execution of the ER strategy, including the centralization of salaried exempt and salaried non-exempt ER activities.
  • Design the reason for change/the change story required to mature our ER approach and outcomes.
  • Navigate senior leadership and other key stakeholders to gain alignment to the reason for change and the implementation plan.
Employee Relations Case Management
  • Manage and resolve complex ER issues, including disciplinary actions, counseling, performance improvement plans, and workplace conflicts.
  • Conduct thorough investigations into employee complaints, and concerns related to alleged harassment or discrimination and policy violations.
  • Clearly and professionally document findings and provide recommendations for resolution.
Policy Development and Compliance
  • Develop, implement, and update ER policies and procedures to ensure legal compliance and alignment with company values.
  • Monitor changes in employment laws and regulations and, working with in-house counsel, ensure relevant company policies are updated accordingly.
  • Lead people-based compliance activities, including providing guidance and training to managers and employees on ER best practices and compliance.
Data Analysis and Reporting
  • Analyze ER data to identify trends, patterns, and areas for improvement.
  • Develop and maintain dashboards and reports that track key ER metrics.
  • Present findings and strategic recommendations to senior leadership to inform decision-making.
Employee Engagement and Retention
  • Collaborate with HR team and organizational leaders to develop and implement strategies to enhance employee engagement and retention.
  • Conduct/review exit interviews and analyze feedback to identify opportunities for improving the employee experience.
  • Support initiatives aimed at building a positive and inclusive workplace culture.
Conflict Resolution and Mediation
  • Act as a mediator in conflict resolution processes, facilitating discussions between employees and between managers and employees to resolve disputes.
  • Provide coaching and support to managers on handling difficult employee situations.
  • Promote and model effective conflict resolution techniques and practices.
Training and Development
  • Develop and deliver training programs on ER topics, including conflict resolution, performance management, and compliance.
  • Provide ongoing education and resources to managers and employees to promote a healthy work environment.
  • Stay current on industry trends and best practices in ER and incorporate them into training materials.
Risk Management
  • Identify and mitigate risks related to employee relations issues.
  • Ensure that employee relations activities are conducted in a manner that protects the organization's reputation and legal standing.
  • Maintain accurate and confidential records of employee relations cases and investigations.
Key Competencies:
  • Experience investigating employee complaints and managing employee relations matters.
  • Knowledge of Title VII, ADA, FML, and ADEA.
  • Interpersonal skills with the demonstrated ability to facilitate collaborative solutions to multidisciplinary problems.
  • Strong presentation skills including verbal and written communication skills.
  • Ability to travel to Greater Mental Health of New York sites throughout the region.
  • Must possess a sense of urgency, take initiative, be a self-starter, be comfortable working independently, and be curious.
  • Initiative, resourcefulness, flexibility, intellectual curiosity, and a positive sense of humor.
  • Good judgment, integrity, and the ability to practice active listening with sensitivity to others.
Key Performance Indicators (KPIs):

Employee relations play a critical role in the overall success of our organization. Our goals are to uphold an employee relations strategy that leads to increased employee satisfaction, productivity, and overall organizational health.

To measure the effectiveness of our employee relations strategy, we track the following Key Performance Indicators (KPI's):
  1. Employee Engagement
  2. Employee Satisfaction
  3. Turnover Rate
  4. Retention Rate
  5. Employee Dispute Resolution Rate
  6. DEIH Metrics
Requirements:
  • Bachelor's degree required, preferably in Human Resources or business-related field.
  • Minimum of 7 years of Human Resources experience, including generalist and/or employee relations experience.
  • Strong HR background in HR operations/delivery.
  • Fluent: English and Spanish, Creole and/or American Sign Language strongly preferred.
  • Professional experience within a behavioral health environment strongly preferred.
  • Must be and maintain clearance by applicable regulatory clearances as required:
  1. Must be cleared NYS Justice Center through fingerprinting for a Criminal History Records search.
  2. Must be and maintain clearance by the DCJS New York State Sex Offender Registry.
  3. Must be cleared by the Justice Center for the Protection of People with Special Needs Staff Exclusion List (SEL) and the New York State Medicaid Exclusion List.
  4. Must be cleared by the NYS Office of Children and Family Services (OCFS) for instances of child abuse and/or neglect.
  • Must have the ability to both design strategy and gain senior stakeholder alignment for the strategy, as well as execute core components of the strategy.
  • Must possess a sense of urgency, take initiative, be a self-starter, be comfortable working independently, and be curious.
  • Must be an excellent communicator, including written communication, and-among other areas - be able to clearly and succinctly recap complex matters (like internal investigations) in summary memos or reports.
  • Strong leadership, facilitation, project management, and problem-solving skills.
  • Ability to work cross-functionally with all levels of employees and management.
  • Willingness to take a position, to show personal initiative, and to persevere in the face of significant challenges and obstacles.
  • Demonstrated commitment to diversity, equity, inclusion, and cultural humility.
  • Proficiency in Microsoft Office Suite and ADP Workforce Now.
Special Considerations:
  • Work schedule:
  1. 100% onsite on first 90-days of employment.
  2. Eligible for hybrid work schedule after successful 90-days evaluation: four days onsite and one set day remote.
  • Hours per week, reporting structure, and location are subject to change per organizational needs.
  • Projected start date: Monday, April 14, 2025.
The application deadline is Friday, February 28, 2025

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