• Meets regularly with assigned client groups and attends department meetings to understand goals and objectives and provide appropriate HR guidance and support.
• Provides HR policy guidance and interpretation of policies to employees and/or supervisors to assist management in formulating responses
• Manages and resolves complex employee relations issues.
• Conducts effective, thorough, and objective investigations.
• Partners with employees and managers to facilitate formal dispute resolution in a timely and effective manner.
• Researches, prepares, and submits compliance responses to agency and corporate compliance investigative complaints, discrimination unfair labor practices, etc
• Assesses the work environment and identifies problems or concerns
• Develops and implements appropriate action and training plans to promote and maintain a positive, inclusive work environment.
• Assesses the department management with the intermediate and long-term advancement potential of individuals and works to create organization opportunities for development.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Identified training needs for assigned client group(s) and participated in the evaluation and monitoring of training programs to ensure success.
• Follows up to ensure training objectives are met.
• Provides technical assistance and training on various HRIS IT systems and programs (e.g., applicant tracking system, exit interview, etc.)
• Provides guidance and input on acquisitions, mergers, restructures, workforce planning, and succession planning.
• Facilitate exit interviews with employees to gather information regarding company policies, benefits, salary, and work environment.

Skills: HR Guidance, Policy Interpretation, Employee Relations, Investigations, Dispute Resolution, Training Development, Performance Management, Workforce Planning

• Handle all facets of employee relations, including background checks, investigations, and resolutions to employment disputes.
• Provides guidance regarding and/or creates and maintains accurate documentation of investigations or other employment or labor matters.
• Provide direct services to client groups
• Act as a resource to managers, supervisors, and employees to interpret policies, procedures, and the collective bargaining agreement.
• Guide layoffs, terminations, corrective action, and/or grievances.
• Must facilitate sound and consistent employee and labor relations decisions.
• Review trends and practices in labor/employee relations, and recommend programs that will enhance employee and labor relations at the university
• Research and revise or draft new policies for approval.
• Manage collective bargaining agreements, including the management of the grievance program, information requests, reporting, and contract negotiations.
• Provides advice and counsel regarding leave administration, e.g., FMLA, CFRA, and compliance with the Americans with Disability Act and the requirements under this law
• Supports local efforts at the direction of legal counsel related to employment litigation and government agency charges.
• Manages communication of potential employment litigation and/or risks to legal counsel and obtains legal counsel on employment matters
• Act as an objective and confidential intermediary for employees and supervisors.
• Participate in conflict resolution, problem-solving, and negotiation with/between supervisors and employees.

Skills: Employee Relations, Investigations, Policy Interpretation, Labor Relations, Conflict Resolution, Compliance, Policy Development, Legal Collaboration

• Act as the UK lead for employee relations strategy, delivering outstanding services to internal customers
• Ensure policies and processes are fit for purpose and aligned to business needs whilst maintaining statutory and legislative compliance and good employee relations and engagement.
• Work closely with HR Advisors and HRBPs to ensure ER cases are managed consistently, ensuring compliance and good employee engagement.
• Lead the provision of upskilling, coaching, or mentoring of colleagues or business leaders to support their involvement in employee and employee relations processes.
• Act as an “in-team” champion/support on company values and behaviors.
• Build effective relationships with key internal partners.
• Proactively manage the output of any people issues related to key change decisions, delivering appropriately and respectfully either personally or in liaison with HR team colleagues.
• Support business change and continuous improvement by supporting the delivery of HR initiatives.
• Report on trends and statistics by keeping data up-to-date and relevant.
• Provide support on any conciliatory or tribunal processes in ensuring relevant stakeholders are engaged and cases are managed to a conclusion successfully.
• Provide pragmatic HR advice to internal clients
• Educate and influence the internal clients to ensure they make informed decisions regarding their matters.
• Manage a busy workload, supporting numerous customers, and prioritizing tasks as new work arises.
• Guide the internal clients on the recommended Employment Contracts and HR Policy.

Skills: Employee Relations Strategy, Policy Alignment, Coaching and Mentoring, Stakeholder Engagement, Change Management, Data Reporting, Tribunal Support, HR Policy Guidance

• Autonomously plan and manage ER cases, including interaction with high-value stakeholders and making decisions with legal or commercial risk.
• Suggesting recommendations on the outcome of investigations
• Working with internal legal counsel on high-risk matters
• Effectively communicate new legislation, updated policy, and guidance
• Attendance at formal meetings, including those with external parties (tribunals and external lawyers) to defend the position of the company.
• Managing the consultation process for organizational change activities.
• Develop trusted relationships with managers in the business and be the key point of contact for ER advice and issues.
• Proactively drive continuous improvement initiatives for the regional ER team.
• Deliver coaching and knowledge to leaders and employees within the business.
• Be able to accurately record the key points and outcomes of meetings, forming the official record of a case.
• Partner with line managers on processes related to separations, severance options and transition assistance
• Partner with legal counsel to represent the business in legal and governmental proceedings.
• Perform associate relations investigations.
• Prepare findings and recommendations based on policies, practices, and processes
• Remains current and informed in the field of Employee Relations to share knowledge and insights with others.
• Maintains knowledge of federal, state and local EEO and labor laws.

Skills: ER Case Management, Risk Assessment, Legal Collaboration, Policy Communication, Organizational Change, Stakeholder Engagement, Continuous Improvement, Compliance Expertise

• Coaching managers on various tools that are available to effectively complete company processes
• Promoting learning tools that are available to develop manager skills and competencies and identifying new opportunities for learning
• Assist HRBP with learning needs analysis to identify the performance skills, competencies, or capabilities improvement needed
• Update appropriate tracker systems to ensure all casework is logged providing clear case updates and allowing data analysis of ER-related activity
• Support the creation and analysis of management information reports to support the HRBP to shape approaches, and consequence management and to share relevant trends analysis to stakeholders
• Review management information about ER matters and case history to identify trends and "hot spots" requiring possible intervention
• Contribute and assist with global initiatives that are rolled out across the business and ensure the delivery to non-computer-based colleagues
• Assist in the development and analysis of company policies/procedures to ensure they are fit for purpose and in line with the Land Strategy and objectives
• Review current ER processes and identify tools and templates that would improve efficiency and effectiveness
• Provide administrative support to ensure that the ER function operates smoothly and efficiently
• Support organizational change, organizational design and restructuring processes
• Support and imbed a performance management process and culture
• Support other areas of the employee lifecycle to ensure exceptional service delivery
• Seek ways to evolve the HR Service, and support managers to develop and increase their capabilities so that the department can add value where it matters

Skills: Manager Coaching, Learning Development, Needs Analysis, Case Tracking, Data Analysis, Policy Development, Organizational Change Support, Performance Management

• Investigates and responds to employee complaints and grievances
• Reports unemployment claims, reports and monitors worker’s compensation claims, and/or handles ADA/ADAAA
• Cross-trains and provides backup for other duties
• Guides operations on employee relations issues, including making disciplinary and termination recommendations
• Provides Legal information related to EEOC charges
• Gives final approval for all termination submissions after reviewing documentation for accuracy and completeness
• Assists in administering employee incentive programs, including service awards, quarterly plaques, and other performance awards
• Assists with compiling and distributing results from the company's new hire survey and investigating exit surveys
• Collecting, entering data, organizing and updating files
• Overseeing and guiding employees through the open enrollment process with help from the benefits team
• Manage any employee  issues and resolve these where possible or refer them to the correct point of contact
• Using a pro-active, dynamic approach to advise and resolve issues, preventing unnecessary escalation
• Liaise and partner with multiple trade unions
• Provide ER support during organizational change, restructures and TUPEs

Skills: Employee Investigations, ADA/ADAAA Compliance, Disciplinary Guidance, Termination Approvals, Data Management, Employee Incentive Programs, Union Relations, Organizational Change Support

• Leading Enterprise Agreement negotiations on behalf of the company
• Providing specialist guidance ensuring positive relationships with unions and other associated parties including labour hire providers are maintained.
• Advising and coaching business leaders on Enterprise Agreement application, industrial and employee relations, policy application, grievance resolution and workforce planning matters.
• Leading and assisting the HR team and business with workplace investigations.
• Reviewing and developing HR policies, procedures, contracts and associated documentation.
• Maintaining current knowledge of the Australian ER landscape by keeping informed of developments in case law and legislation and educating the HR team and wider business on changes
• Proactively engaging with colleagues and other stakeholders in projects to effectively manage industrial arrangements and work practices.
• Preparing and facilitating training for employees and leaders within the business on a range of HR-related topics.
• Working closely with other teams in the business to provide advice on workers' compensation employment-related matters and out-of-work injuries.
• Forming productive working relations with a varied population within an operational workforce
• First point of contact for managing ER caseload across multiple sites from grievances, and disciplinaries to complex cases and tribunals
• Empower, develop, and up-skill managers to manage minor ER issues
• Assist in the development, implementation, and administration of human resources policies and procedures to ensure compliance with all employment laws.

Skills: Enterprise Agreement Negotiation, Union Relations, Policy Development, Workplace Investigations, Legislative Compliance, Training Facilitation, Case Management, Workforce Planning

• Develop a case management and/or investigation plan for each case.
• Assign proper resources and identify witnesses and key individuals
• Determine the method, order, and timing of interviews, evidence to gather
• Maintain contact with the service request owner.
• Conduct investigations, including remote or onsite interviews with key individuals, such as the complainant, accused, witness, subject matter experts (SME)
• Utilize standard and probing questions to effectively collect pertinent facts needed to resolve the case.
• Gather evidence and facts required for conducting a proper assessment of the case
• Handle evidence by all company policies and guidelines.
• Identify the company policies and practices that are relevant to the case to identify when a violation of company policy has occurred.
• Based on the findings, researchers recommend the actions to take to appropriately resolve the case.
• Assist team members with workforce issues by listening empathetically to concerns, managing expectations, and sensitively handling the case.
• Keep team members regularly informed of the status of the case, informing the team members of obligations to ensure timely and accurate handling of the case by company policies and guidelines.
• Consult with and advise managers regarding organization issues and recommend appropriate personnel actions by Company policies and guidelines, and applicable laws.
• Coordinate review with employment law on guidance in addressing cases that may result in potential legal action.
• Assist managers in preparing corrective action documents and performance improvement plans, and preparing for employee conversations.
• Notify the manager of the process and timeline based on the recommended actions.
• Review escalated matters with appropriate stakeholders and operate as an intermediary between the manager and the stakeholder.

Skills: Case Management, Resource Allocation, Evidence Gathering, Policy Compliance, Investigation Conduct, Stakeholder Communication, Legal Consultation, Performance Improvement

• Serve as point of contact and provide support, guidance, and direction to management and field operators on performance improvement and corrective action matters, up to and including termination.
• Review and approve end-to-end corrective action and performance management documents up to and including termination.
• Escalate defined matters appropriately to ensure notification and consultation requirements.
• Identify and recommend appropriate process improvements to accomplish effective performance management.
• Assist employees and management with the interpretation of Company policies and respond to inquiries and concerns.
• Conduct prompt and thorough investigation of employee conflict of interest disclosures by Company standards
• Professionally document findings and recommendations for appropriate resolution for review by Senior Leadership while maintaining confidentiality and integrity.
• Partner with Legal or Compliance by supporting documentation gathering for all Administrative changes, and attorney letters.
• Utilize and maintain a case management system to timely document details of corrective action, performance management, and conflict of interest investigation steps and resolution.
• Maintains current knowledge of and ensures compliance with Federal and State employment laws.
• Consistent exercise of independent judgment and discretion in matters of significance.
• Track and analyze ER situations across the company to provide action planning where trends are seen.
• Participate in the development and implementation of HR initiatives, policies, and procedures by providing ER input.
• In conjunction with the legal department, stay up to date on labor law and update policy and others within HR

Skills: Performance Management, Corrective Action, Policy Interpretation, Conflict Resolution, Investigations, Documentation, Legal Compliance, Trend Analysis

• Acts in a lead capacity to plan and organize team and the work assigned to drive execution of departmental goals and initiatives
• Establish procedures, practices, and work methods, and set priorities to increase work unit effectiveness and efficiency.
• Lead investigative efforts of employee and labor relations issues, and grievances and respond to concerns reported to compliance or whistleblower hotline or HR interface.
• Serve as a subject matter expert on Collective Bargaining Agreements (CBA) resolve all steps of the grievance process and be the backup during contract negations.
• Serve as Employee Relations subject matter expert for San Manuel and human resources partners, engaging the legal department to ensure effective utilization of internal and external legal resources.
• Serve as a subject matter expert on Labor law, Collective Bargaining Agreements (CBA), NLRA, EEOC, FLSA, State Labor Code, ADA, FMLA, DFEH, and labor trends, and be the second chair during contract negations.
• Investigate and resolve problems arising from internal sources such as HR, Management, and Ethics Hotline (Whistleblower Hotline).
• Investigate, document, and provide advice or recommendations to managers and supervisors on issues related to the workforce, including conflict resolution, managing performance, corrective actions, grievances, progressive discipline, and terminations.
• Investigate team member complaints about management practices, and recommend a course of action.
• Manage individual cases and identify big-picture issues.
• Partner to determine the root cause and develop proactive strategies to effectively reduce undesirable activity and sustain positive results.
• Provide advice and counsel to managers and supervisors regarding personnel practices, company policy and employment laws
• Cultivate a strong client-oriented service rapport with Senior HR Business Partner teams, and other internal partners, that is based on a high level of collaboration and inclusion.

Skills: Team Leadership, Process Improvement, Investigations, Labor Relations, Policy Expertise, Conflict Resolution, Case Management, Legal Compliance

• Encourage their leadership team to have clear and straightforward conversations with people about their strengths, limitations, development needs, and career aspirations and to develop mentoring coaching relationships with key talent.
• Understand the business activities, strategies plans, and barriers to sustainable performance and the needs of internal clients and employees.
• Conducts related investigations.
• Design and deliver training for employees, supervisors, managers, and local human resource offices about employee relations and related compliance
• Assist with administrative responsibilities such as meeting logistics, union support work, website updates, document preparation, and recordkeeping.
• Monitor and analyze employee relations data to address identified themes.
• Take ownership of all assigned tasks, initiatives, inquiries, and escalations.
• Ensure cases are resolved and completed efficiently and with a high level of quality.
• Follow up and provide feedback, guidance, and coaching to customers, stakeholders, and colleagues.
• Promotes open communication within all levels of San Manuel to positively resolve employee relations problems, while promoting and maintaining the integrity of team members and the San Manuel.
• Serves as a positive change agent to improve the company's competitive edge.
• Prepares HR reports and statistics
• Analyze the data and recommend actions as indicated.
• Responsible for the administration of all dispute resolution processes and Employee Claims Act.

Skills: Leadership Coaching, Business Understanding, Investigations, Training Delivery, Data Analysis, Case Management, Communication, Dispute Resolution

• Investigate and resolve complaints, issues and concerns of varying complexity regarding employment practices, alleged misconduct, and violation of policy, contract and/or employment law originating from various sources.
• Partner in the resolution of internal investigations.
• Conduct investigation interviews with pertinent individuals, both remotely and in person.
• Conduct thorough research to identify applicable company policies and practices, and determine when a company policy violation has occurred.
• Recommend action(s) to appropriately resolve the case and proactively prevent further occurrence.
• Coach management to effectively identify, navigate, and resolve employee relations and performance management issues.
• Assist in preparing corrective action documents, performance improvement plans, and preparing for employee conversations.
• Review escalated matters with appropriate stakeholders.
• Proactively identify opportunities to educate managers on employee relations trends, policy, and law.
• Provide front-line support in the prevention, resolution, and referral of employee relations issues.
• Provide policy interpretation, review, and advice on violations of rules, regulations, policies, and procedures.
• Assist and encourage users and customers to make effective use of the HR resources to drive rapid resolution and empower the customer.
• Educate and inform customers of the full range of HR services available to them.
• Deliver friendly and engaging customer service to internal and external customers by telephone, email, and in person.

Skills: Investigations, Conflict Resolution, Policy Interpretation, Performance Management, Coaching, Customer Service, HR Support, Stakeholder Collaboration

• Advises managers about employee performance matters, involving advising on employee training, performance enhancement plans, remedial actions, and terminations, lessening the risk of adverse action
• Assist in investigating and monitoring claims of harassment, discrimination, workplace violence and other issues to reach an effective resolution
• Serve as a role model, ambassador, and teacher of company values, vision, and standards of conduct.
• Counsel and support leaders and employees and recommend effective actions that will lead to the desired culture
• In collaboration with HR Leadership, recommends and assists with writing and communicating HR policies and procedures
• Provides support during any Government audit within assigned Regions including FCCP /Affirmative Action, Wage & Hour, Immigration compliance, and any other Federal or State level audits
• Works through the direction of the Company’s Affirmative Action Officer to ensure consistently meets the AA/EEOC requirements in the field operations
• Work in conjunction with the Workers’ Compensation Department to ensure the implementation of relevant aspects of Medical Leave and Light Duty policies
• Work in conjunction with the Safety Department to ensure the  implementation of proactive safety initiatives and provide education on policies and procedures
• Regular, consistent and punctual attendance.
• Collaborates with all team members to participate in internal projects to drive employee engagement across the business.
• Encourage managers and staff to participate.
• Engage with managers in identifying and committing to improvement actions
• Work with managers to swiftly resolve individual performance/capability issues using appropriate tools such as improvement plans.

Skills: Performance Management, Investigations, Policy Development, Compliance, Employee Engagement, Conflict Resolution, Training Support, Safety Collaboration

• Develop and manage investigation plans, reviewing policy and training gaps proactively to improve employee relations experience
• Assist with the development of performance improvement plans
• Provide insights and intelligence concerning trends and opportunities
• Provide specialist expertise, appropriate legal advice, and interpretation of employment legislation for critical and/or complex cases
• Actively monitor the external market on Employee Relations to drive best practices within the company
• Manage requests or inquiries from customers following defined procedures and guidelines.
• Conduct proper reviews and investigations working to resolve cases within acceptable timeframes, further escalating inquiries to uphold timely, effective resolution.
• Engage appropriate stakeholders at the appropriate time in the case lifecycle following the HR functional area procedures and guidelines.
• Collaborate effectively with others to implement tasks and fulfill key deliverables within the HR functional areas
• Integrate efficiently with team members in the functional areas and seek to provide expertise/advice in the area of specialization
• Strive to gather and share information to allow for transparent knowledge transfer and effective overall capability of the HR functional team.
• Interact and interface with customers, vendors, service providers, and other third parties as applicable concerning the activities and dependencies within the HR functional area(s).
• Take ownership of all assigned tasks, initiatives, inquiries, and escalations within the HR functional areas of specialization and make sure that they are resolved and completed efficiently and with a superior level of quality.
• Follow up and provide continuous feedback, guidance, and information to customers, key stakeholders, and peers within the HR functional area team.

Skills: Investigation Management, Performance Improvement, Trend Analysis, Legal Expertise, Best Practices Integration, Stakeholder Engagement, Case Resolution, Knowledge Sharing

• Proactively highlighting ER issues and potential risks to the business, making recommendations for improvement, and ensuring their implementation
• Provide operational and best practice advice, facilitation, resolution and support for managers and staff on a variety of people issues including case management, interpretation of terms and conditions, employment law, policies and procedures
• Ensuring that business views are taken into consideration 
• Deliver effective and proactive HR support for employee-related issues in the business e.g. policies & procedures, performance management, employment legislation, disciplinary & grievance, etc.
• Ensure all advice is compliant with policies and procedures and legislation
• Consistent focus on attendance management to resolve long-term cases effectively and ensure persistent short-term absence is addressed
• Liaise with people managers, occupational health providers and HRBP on all occupational health referrals and ongoing review matters
• Assist line managers with informal performance issues and performance improvement processes
• Prevent the risk of employment tribunal claims to the business, supporting colleague well-being and challenging inconsistent decisions
• Support HRBP on Employment Tribunal cases and administrational tasks
• Assist in note-taking at formal meetings
• Escalate complex and potentially high-risk case management to minimize risk and any other escalations to HRBP
• Assist with coaching, developing, upskilling and influencing people managers on their accountabilities to improve the colleague experience
• Coach and advice on employee relations matters, supporting the relevant processes such as investigations, disciplinary, grievance, post-employment complaints, performance, flexible working requests, absence management and health capability issues

Skills: Risk Mitigation, Employee Relations, Case Management, Policy Compliance, Performance Improvement, Attendance Management, Manager Coaching, Employment Tribunal Support

• Effective knowledge of and skill in applying local, state, and federal employment regulations
• Effective research, analytical, and problem-solving skills, Advanced verbal and written
• Advanced skill to influence, negotiating and persuade to reach agreeable exchange and positive outcomes
• Advanced skill in presenting findings, conclusions, alternatives, and information clearly and concisely
• Effective knowledge of federal and state leave and disability laws related to benefits, HIPPA, FMLA, ADA, and substance abuse
• Advanced organizational, planning, and time management skills
• Experience in managing multiple priorities independently and/or in a team environment to achieve goals
• Ability to maintain confidentiality and demonstrate integrity
• Effective skills in working with diverse internal and external contacts
• Advanced skill in building effective relationships through rapport, trust, diplomacy, and tact
• Effective skill in navigating multiple screens and PC applications and adapting to new technologies
• Advanced Microsoft Office skills (Outlook, Teams, Word, PowerPoint, and Excel), and other software applications related to job functions.
• Professional HR certification (e.g., PHR, or SHRM-CP).

Qualifications: BA in Business Administration with 5 years of Experience 

• Managerial and supervisory experience
• Professional in Human Resources (PHR) Certification or SHRM-CP Certification.
• Excellent interpersonal and communication skills
• Must be able to write concise reports and possess strong presentation skills.
• Excellent problem-solving skills and attention to detail.
• Proven ability to maintain a professional philosophy that is aligned with the company values and culture.
• Demonstrated abilities to work with all levels of employees including individuals with disabilities.
• Effective in multi-tasking and able to work with minimal supervision.
• Fluency in Microsoft Office Suite, Gmail, and SAP, and the ability to quickly learn new software.
• Ability to adapt communication style to various audiences and situations, modeling high standards of honesty, integrity, trust, and respect for individuals
• Strong time and project management skills and experience
• Thoroughness and attention to detail
• Proficiency with Microsoft Office applications (Word, Excel, Outlook, PowerPoint).
• Experience utilizing HR case management system.
• Excellent organizational skills and ability to analyze problems.

Qualifications: BA in Management Studies with 3 years of Experience

• High volume employee relations experience or managerial experience in hospitality or retail.
• Knowledge of employment laws such as FLSA, FMLA, ADA, AAP, etc.
• Ability to maintain confidentiality when dealing with personal and protected information
• Ability to multi-task and prioritize workflow
• Intermediate MS Office skills including Excel, Word, and PowerPoint
• Strong customer service and problem-solving skills
• Efficient at communicating both written and verbal
• Multi-unit experience in retail or hospitality
• Have business management experience
• Knowledge of core human resources concepts
• PHR/SHRM Certification
• Proficient in Microsoft Office tools required to accomplish day-to-day work activities and willing to learn additional programs
• Ability to work under tight deadlines and in a rapidly changing regulatory and business environment.
• An empathetic approach to handling employee concerns and issues.

Qualifications: BA in Organizational Psychology with 2 years of Experience 

• Understanding of the development and implementation of various Human Resources policies that ensure a compliant workforce.
• Knowledge of multiple human resource disciplines, including diversity, performance management, and federal and state respective employment laws
• Possesses solid working knowledge of FMLA, ADA, and other human resources policies and procedures.
• Strong organizational, analytical, and project management skills, with particular attention to quality and detail.
• Ability to work both autonomously and collaboratively in a fast-paced environment.
• Self-starter with strong organizing and time management skills and the ability to work productively and efficiently in a fast-paced environment with multiple projects and timelines.
• Adaptive to change, respond positively to altered circumstances or conditions.
• Possess a desire and willingness to learn and continually update knowledge based on people and human resource methodologies.
• Highly motivated, energetic individual with the ability to be self-directed
• Proven track record as a trusted partner who has credibility and positive long-term impact
• Known as a genuine collaborator and team player - an inclusive mindset and ability to build great relationships at all levels of the organization
• Excellent interpersonal skills and effective verbal and written communication skills
• Exceptional Excel, PowerPoint, and Word skills
• Adaptable to fast-paced and quickly changing environment and work priorities

Qualifications: BA in Employment Law with 4 years of Experience 

• Relevant human resources experience, ideally focused on employee relations, employment law, or HRBP/People Partner experiences.
• Advanced skills with Microsoft Office Suite including Outlook, Word, PowerPoint, and Excel.
• Knowledge and demonstrated use of Workday systems.
• Experience with analytical and reporting software.
• Demonstrated an ability to clearly express ideas, methodology, results, and recommendations verbally, in writing, and through insightful reports and graphic illustrations
• Demonstrated an ability to document outcomes and present information in a manner appropriate for key stakeholders and all levels of the organization.
• Demonstrated mastery of employment law basics and performance management best practices.
• Demonstrated ability to translate data and predictive analytics into proactive actions for the organization to prevent or preempt unfavorable employee experience trends.
• Experience diffusing tension and effectively mediating conflict.
• Presentation and training facilitation experience.
• Awareness of and drive to simplify the employee experience through innovation.
• A team player who knows how and when to collaborate to ensure success, and comfortable liaising with multiple levels of leadership, Legal, HRBPs, and other stakeholders to get things done.
• Demonstrated problem solver, with a strong bias for action that knows how to ask the right questions
• Excellent interpersonal skills, including high EQ, and ability to build trust and influence at all levels.

Qualifications: BA in Sociology with 5 years of Experience 

• Appropriate HR Certification desired or the candidate is working towards (PHR, SHRM)
• Proven HR experience and interest in employee relations.
• Basic knowledge of relevant employment and labor laws.
• Familiarity with Covance policies and ability to refer managers and employees to relevant policies, tools, documents, etc.
• Ability to maintain confidentiality with sensitive issues.
• Ability to prioritize time-sensitive issues.
• Awareness of multiple HR disciplines and processes (i.e., compensation, benefits, talent acquisition).
• Familiarity with case management tools and Microsoft Office.
• Proven customer service focus and organizational skills.
• Ability to problem solve with minimal guidance.
• Flexibility and willingness to deal with competing priorities and assist others in a team environment.
• Excellent interpersonal skills with demonstrated patience, tact, and respect.
• Demonstrated exceptional verbal and written communication skills.
• Ability to give consistent performance under various levels of demand

Qualifications: BA in Business Administration with 6 years of Experience

• Demonstrated success with the duties listed in the Description of the Job section
• Knowledge and comprehensive understanding of theories, principles, and best practices of human resources, equal opportunity, affirmative action, and employment law
• Knowledge of laws and experience with handling workplace issues (workplace violence, Title VII, ADA, FMLA)
• Experience with State Personnel Rules and Procedures
• Ability to interpret and apply policies, procedures, regulations, and federal laws
• Experience with employee development programs
• Strong workplace investigative, interviewing, and research skills
• Experience conducting workplace investigations, particularly about Title VII
• Experience responding to external agency requests (such as the Equal Employment Opportunity Commission, State Personnel Board, and Colorado Civil Rights Division) and assisting with the defense of litigation
• Excellent judgment, evaluation, problem-solving, reasoning, and decision-making skills
• Superior oral communication skills including experience and skill in providing oral presentations, training, lectures
• Excellent writing skills and ability to develop official correspondence and reports
• Strong leadership, effective interpersonal, customer service, and relationship-building skills
• Strong mediation and conflict resolution skills and experience
• Advising/mentoring/coaching skills and experience
• Organizational awareness and ability to partner effectively with staff and sensitivity to their needs and priorities

Qualifications: BA in Public Administration with 6 years of Experience

• Hands-on experience as an HR Generalist, with a heavy emphasis on employee relations preferably in a manufacturing or distribution setting
• Comprehensive knowledge of HR laws and regulations
• Experience with EEO/harassment investigations and general workplace complaint resolution
• Self-confidence, excellent communication skills, and the ability to act independently
• Ability to build collaborative relationships with employees at all levels of the organization
• Empathy and ability to relate to diverse personalities with a keen awareness of diversity and inclusion
• Leadership capabilities, positive outlook, supervisory experience, sets and maintains high standards, works collaboratively with teams.
• Ability to represent the company, be a credible source of information, and influence understanding and positive outcomes.
• Demonstrated ability to lead and manage change, self-confidence to present policy/procedure changes to the manager and employee population
• Act with integrity and by the company Code of Conduct and Core values
• Ability to confront behavior not consistent with company values
• Honors commitments and follows through to completion.
• Problem-solving and decision-making skills demonstrated the ability to make recommendations and decisions
• Demonstrated ability to close issues, personal accountability for results, and ability to manage priorities to ensure nothing is dropped.

Qualifications: BA in Labor Relations with 5 years of Experience 

• Professional Human Resources experience and broad HR knowledge
• Experience conducting internal HR investigations and/or managing complex Employee Relations issues
• Knowledge of relevant employment law, and local regulations and confidence in training and advising others of the same - both within and outside of the GBS.
• Knowledge of GDPR and data privacy laws, Immigration, and visa requirements, Working time practices and limits, Employee relations case law, disciplinary, grievance, and long-term absence best practices, Statutory/Health and Safety/Ethical best practices and audit requirements
• High level of English language proficiency
• Confidently able to successfully deliver services and have high-quality interactions with Business Partners and Customer groups.
• Professional, full-time experience in Human Resources.
• Experience should include conflict resolution and working with leaders on performance improvement.
• Comprehensive knowledge of federal, state, and local employment law, administration of leaves of absence, ADA, accommodations, constructive counseling, and best practices related to internal investigations
• Strong business and HR acumen, including strong critical thinking, analysis, and problem-solving abilities
• Experience handling high volume workload with shifting priorities/deadlines
• Ability to be a coach, mentor, advise, and partner with stakeholders at varying levels of seniority
• Experience advising and interacting with employees at various levels, seniority, and craft expertise.
• Demonstrated knowledge of employment and labor laws.

Qualifications: BA in Management Studies with 4 years of Experience 

• Must be Bilingual in English/French
• Experience with employee coaching and counseling with employee relations, benefits, payroll, recruiting, and training.
• Knowledge of Canadian employment and provincial law
• Skilled at solving conflicts in a straightforward but positive way
• Ability to provide leadership through shared values and be a strong brand ambassador to ensure enhanced initiatives are met
• Growth mindset and solutions-oriented
• Exceptional customer service and interpersonal skills.
• Able to work both strategically as well as operationally
• Understanding of company and governmental legislations, regulations, and procedures, and the need for compliance.
• Demonstrated ability to resolve conflict and mediate
• Demonstrated ability to multi-task and balance numerous priorities in a fast-paced, deadline-oriented environment.
• Having SPHR or PHR certification
• Previous experience with Dayforce or another cloud-based HRIS solution.
• Strong interpersonal and communication skills

Qualifications: BA in Business Administration with 5 years of Experience 

• Have a background in employee relations and are skilled in employment law, HR best practice, and risk management and hold an understanding of tackling ER matters (e.g. investigating/conducting and/or advising on) such as misconduct, employee grievances, employee sickness/health and wellbeing, performance management, employment disputes in PwC or elsewhere.
• Be collaborative and enjoy working in an innovative environment.
• A problem solver by nature and want to join a firm that values the kind of people who reimagine the possible for their clients and stakeholders.
• Draw relevant facts from, and give guidance to, clients some of whom will have little or no employee relations knowledge
• Convey credibility in this field to partners/business and PandC colleagues
• Identify and articulate the risks inherent to a range of strategies in dealing with complex ER and related matters, and be prepared to challenge and be challenged by senior stakeholders
• Draft/review written communications that combine ease of reading with technical clarity and represent the PwC brand appropriately
• Confidently deliver learning events/briefings etc.
• Utilise strong influencing skills with various stakeholders including senior partners
• Have strong analytical skills and be able to gather and analyze information, problem-solve, and make decisions.
• Being IT literate with good experience in Google Suite or Equivalent and Power BI and Alteryx is desirable.
• Be flexible, able to multitask, develop and coach others, and can work independently as well as part of a team.
• Experience working in a union environment

Qualifications: BA in Labor Relations with 3 years of Experience 

• Able to combine great people intuition, business judgment, and discretion in decision-making
• Proven experience in conflict resolution and management practices
• Experience providing business partnership and support to a diverse group of leaders and managers
• Successful track record of implementing HR processes, performance management and change management
• Excellent communication skills (written, verbal, presentation, and interpersonal), exemplary client service skills, the ability to handle multiple projects and competing priorities and adapt to a fluid, high-growth environment
• Knowledge of California HR compliance regulations, employment laws, and industry best practices
• Team player with a sense of ownership and “get things done” attitude - self-motivated and able to thrive in a fast-paced and self-directed environment
• Deep comfort level with technical systems and various software, experience with Workday a plus
• Ability to collaborate with on-site leadership team to achieve hospital goals
• Values and respects confidentiality
• Excellent attention to detail and organizational skills
• Effective interpersonal and communication skills
• Exemplary customer service skills
• Project management and organization skills
• Knowledge of guidelines and federal/state employment laws

Qualifications: BA in Sociology with 4 years of Experience 

• Displays a strong attention to detail and enjoys writing detailed and well-structured notes, written decisions, and other communications.
• Able to build and sustain positive working relationships and establish credibility with stakeholders.
• Well-organized, punctual, and reliable.
• Accurate spelling and grammar skills, strong typing and basic computer skills.
• Demonstrated ability to work on highly confidential matters and to maintain absolute discretion and confidentiality as to those matters.
• Strong written, and verbal communication and presentation skills.
• Experience with successful fact-finding investigations and managing complaints related to employee relations issues
• Experience providing guidance to employees, managers, and HR colleagues regarding policies, procedures, and programs as well as federal and state labor laws
• Ability to earn trust, maintain positive and professional relationships, and strengthen the culture of inclusion
• Investigative and analytical techniques, procedures, and requirements
• Advanced conflict resolution and influencing skills
• Compile, research, and analyze information
• Compose and present comprehensive reports
• Experience in human resources including researching and resolving employee relations issues and managing highly sensitive and confidential information
• Work well under stressful conditions.

Qualifications: BA in Public Administration with 6 years of Experience

• Proficient knowledge of employment, wage and hour, FMLA, and EEO laws and regulations
• Respond effectively to – and interact with – all levels of organizational staff, including executives.
• Analytical/fact-based decision-making.
• Unquestionable integrity, confidentiality, and professionalism in a wide variety of situations.
• Ability to dispute resolution and negotiation.
• Flexible, innovative, and composed in a fast-paced, growth-oriented, and time-critical environment.
• Technically proficient in Microsoft Office Suite systems including Word, Excel, and PowerPoint
• Combined human resources, labor relations, investigative, or legal experience, and demonstrated passion for employee relations, labor relations, investigations, or labor/employment law with an emphasis on labor and employee relations work.
• In-depth knowledge and understanding of Australian Industrial Relations and employment legislation, awards, and historical and recent case developments.
• Proven experience in IR/ER/HR roles with relevant tertiary qualifications and the ability to deliver on the ER strategy.
• The ability to think strategically and translate this into practical operational outcomes.
• Exemplary written, verbal and presentation skills and the ability to identify, analyze and resolve problems.
• Excellent collaboration, engagement, and stakeholder management skills.
• A Customer-focused approach

Qualifications: BA in Management Studies with 4 years of Experience

• Experience in HR management, employee relations, management or public administration, with progressively responsible experience in HR management, employee relations programs, administration in a large public or private organization
• Comprehensive knowledge of theory/principles and their application to HR administration in employee relations, including aspects of training, employee development, labor relations
• Knowledge of research design trends and developments in personnel, employee relations, and general management fields
• Experience in areas of employment law and/or employee relations.
• Sound judgment, high integrity, and the ability to handle highly sensitive and confidential information.
• Experience conducting fact-finding and tracking/reporting employee relations grievances using a case management system.
• Knowledge of current major employment laws such as ADA, FMLA, etc.
• Excellent communication and facilitation skills, a proven track record of building strong collaborative relationships with stakeholders at all levels of an organization.
• Experience working in Employee Relations, Benefits, Human Resources, or a related function
• Comfortable handling sensitive and confidential information
• Comfortable working in a fast-paced environment
• Excellent written and verbal communication skills
• Basic understanding of Front, Asana, Google Suite, Slack, ZenDesk, Jira, or similar business collaboration and task assignment tools

Qualifications: BA in Organizational Psychology with 6 years of Experience