Labor and Employee Relations Representative I
3 weeks ago
Our client is currently seeking a Labor and Employee Relations Representative I
What are 3-5 "Must-Haves" that you want to see in a resume? *** longevity in work history is a MUST o Experience in areas of employment law and/or employee relations. o Demonstrated excellence in providing high-level customer service. o Ability to work with various stakeholder and employee groups (i.e. everyone from an hourly skilled laborer to a world-renowned doctor/scientist to an executive leader) o Sound judgment, high integrity, and the ability to handle complex, highly sensitive, and confidential information relating to HR.
What are 3-5 "Nice to Have" details that you want to see in a resume? o Policy Development experience o Experience in higher education and/or employment law. o Knowledge of best practice procedures used to investigate and resolve employee or workplace concerns including best practices as they relate to reducing bias during the investigation process. o Ability to train and educate staff on existing/new policies, practices, laws, emerging industry trends, and ensure a quality baseline of department knowledge.
• What are the required levels of experience, and education? o Bachelor's degree in business, psychology, communications, employment law, industrial relations, or another related field. o Five or more years of experience in one or more of the following fields: human resources, behavioral or social science, or organizational psychology.Job Responsibilities The candidate for the position of Employee Relations Specialist will be responsible for: • Documenting and managing employee relations or workplace concerns in a case management system and initiating the fact-finding process. Conducting fact-finding in a deliberate, thorough, and timely manner to determine appropriate resolution or if further investigation is needed on any given case. Promptly communicating fact-finding results and recommended corrective actions to Manager, Employee Relations. Maintaining accurate and up to date records and documentation in case management system at all time. Responsible for ensuring each employee relations or workplace concerns are documented and addressed regardless of the intake method. Escalating employee concerns or grievances as necessary. Engaging with employees regarding reasonable accommodation requests, including interviewing employees, collecting appropriate documentation, and evaluating requests. • Providing strategic support, thought partnership, and coaching to all levels of the organization to ensure the management of employee performance with a focus on employee relations is top of mind for all managers and unit/school leaders. Staying attuned to organizational and operational changes across the university to identify potential risks and develop plans to address proactively. • Serving as point of contact and providing support, guidance and direction to management and other university employees on the management of employee performance with a focus on performance improvement and corrective action matters. Assisting with the development and delivery of appropriate feedback or corrective/disciplinary actions across the university. Providing rigorous data analysis and reporting solutions based on university and unit/school needs, highlighting key trends in employee relations to actively drive proactive solutions to improve employee engagement, reduce risk, and minimize reactive work. Helping develop target initiatives to address specific employee relations issues related to that unit/school. • Partnering closely with HR Partners and the Performance Management team to identify trends in performance issues and action plan to address. Helping facilitate educational workshops and trainings for managers and broader university audiences on topics related to employee relations. Ensuring open and consistent communication with all other functional HR areas to drive alignment and accountability. Partnering with Office of General Counsel as needed. Preparing written responses to requests for information as needed. • Conducting routine data analysis and reporting to identify and escalate key trends in employee relations issues to ensure root-cause analyses are taking place and to enable and drive proactive solutions. Designing, creating, and implementing proactive programs, policies and procedures that improve employee relations and contribute to a positive and productive working environment. Maintaining accurate, confidential records regarding all reported cases and fact-finding documentation. • Interpreting and applying understanding of university policies and practices, employment law, and other regulations to provide advice, guidance, or clarification for ER inquiries. Maintaining pulse on employment legal trends and new legislation. Identifying and recommending appropriate process or technology improvements to ensure effective and efficient fact-finding, resolution and communication. • Helping assess current employee relations policies and procedures for potential bias and determine action plan to address. Maintaining the highest level of integrity when managing employee relations issues and managing reported cases. Promoting an environment that fosters inclusive relationships and creates unbiased opportunities for contributions through ideas, words, and actions that uphold principles of the USC Code of Ethics. Ensuring that legal and regulatory requirements are met in terms of employee relations to minimize exposure to liability for the organization. • Supporting strategic organizational changes across the university by supporting leaders and managers through the nuances of employee relations-related issues. Demonstrating, through words, actions, and ideas, alignment to USC's strategic plan and the HR organization's strategic Plan. • Performing other related responsibilities as requested and when necessary. The University reserves the right to add or change duties at any time
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