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Sr. Employee Relations Partner (Hybrid)

  • Job
    Full-time
    Senior & Expert Level
  • Government & Politics
    People, HR & Administration
  • Deerfield

AI generated summary

  • You need 7-10 years in HR/Employee Relations, labor union experience, leadership skills, employment law knowledge, HR system familiarity, and excellent communication. A Bachelor’s degree and PHR/SPHR are required.
  • You will resolve complex employee issues, advise on performance management, conduct investigations, support disciplinary actions, monitor legislation, and enhance employee engagement initiatives.

Requirements

  • Minimum 7-10 years experience in HR Generalist or Employee Relations Specialist role(s) in comparable organizations
  • Prefer Labor Union experience, including collective bargaining agreement (CBA)
  • Prefer 2 years of leadership experience obtained through mentorship, supervisory, project management, or high-level consultative accomplishments
  • Must have knowledge of employment law and regulations
  • Familiarity with HR systems, such as HRIS, HR Reporting, Case Management, etc
  • Excellent interpersonal, verbal and written communication skills
  • Excellent attention to detail, problem solving, organizational and prioritization skills
  • Ability to deal with people in a manner which shows sensitivity, tact, and professionalism
  • Ability to prioritize, problem solve and apply critical thinking skills
  • Ability to effectively interact with a diverse population at all levels within the organization
  • Ability to maintain composure in stressful situations
  • Proficiency with Microsoft Office products (Excel, Word, PowerPoint)
  • Bachelor’s Degree (Required)
  • Professional in Human Resources (PHR)
  • Senior Professional in Human Resources (SPHR)

Responsibilities

  • Partners with employees and managers to settle in depth and complex, non-routine work-related issues through advice and recommendation. Recommend solutions when repetition of individual problems indicates negative trends
  • Delivers high quality decisions and counsels consistently to managers and employees. Identify and analyze employee matters and recommend appropriate employment action to maintain a productive work environment, achieve optimal performance, and minimize risk to the company
  • Administer the company’s coaching and disciplinary action process to include: coaching and counseling managers and employees on performance management, including performance improvement plans and the outlined steps of the disciplinary action process
  • Supports management in the preparation of in depth and complex, non-routine disciplinary action documentation and performance improvement plans. Protects the company by ensuring that written documentation prepared by managers is legally sound and helps reduce employment-related risk. Follow-up with employees and their managers after a performance document has been delivered to make sure that improvement has been made or that communication regarding the necessary improvement continues
  • Participates in disciplinary or termination proceedings for employees, as needed
  • Develops specialized knowledge of assigned sites and lines of business / geography and, in collaboration with HR business partners, provides feedback on trends to management as well as makes recommendations on how to maintain a positive employee climate
  • Coordinates and participates in Reduction in Force activities across the company
  • Coordinates and participates in the company’s Appeal process / Peer Review process
  • Responsible for conducting in depth internal investigation of non-routine allegations received regarding performance, misconduct or company-policy violations. Documents and reports findings from investigations. Determine final conclusions and create action plans for implementation and resolution
  • Advise the Tier 1 and Tier 2 HR Service Center team in addressing routine allegations of performance, misconduct, and company-policy violations that warrant the use of the company’s investigation process
  • Serves as a primary contact for the company on matters pertaining to employment law compliance and mitigation of people risk
  • Monitors changes in employment legislation and recommend policy changes as needed to ensure up to date and accurate Employee Relations policies, procedures, and programs
  • Supports and participates in employment litigation, including EEOC position statement support and mediations, unemployment hearings, OFFCCP audits, etc
  • Provides guidance and recommendations to the development of policy, processes, and tools for the Employee Relations Center of Excellence as well as the HR Service Center team to address Tier 1 and Tier 2 employee relations inquiries
  • Monitors and reports on retention and turnover metrics to ensure effective support of company’s employee relations processes
  • Leverages employee engagement tools, such as surveys, focus groups, town hall meetings, etc, in partnership with company leadership to ensure employee relations issues are being surfaced and addressed in a timely manner
  • Provides work direction and share expertise and knowledge with members of the Employee Relations Center of Excellence
  • Trains Employee Relations Center of Excellence resources on changes in employee relations policies and approaches utilized by the company

FAQs

Do we support remote work?

Yes, we support remote work but in a hybrid format.

What is the primary role of the Senior Employee Relations Partner?

The primary role of the Senior Employee Relations Partner is to support managers in implementing people solutions to resolve employee relations matters, build a positive employee relations climate, and ensure compliance with relevant employment legislation.

What experience is required for this position?

A minimum of 7-10 years of experience in HR Generalist or Employee Relations Specialist roles is required, with preference given to candidates with labor union experience and at least 2 years of leadership experience.

What educational qualifications are needed for this role?

A Bachelor's Degree is required for this position.

Are there any preferred certifications for applicants?

Yes, preferred certifications include Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR).

What skills are essential for the Senior Employee Relations Partner?

Essential skills include excellent interpersonal, verbal and written communication skills, attention to detail, problem-solving, organizational skills, and the ability to maintain composure in stressful situations.

What types of employee relations issues will the Senior Employee Relations Partner handle?

The Senior Employee Relations Partner will handle in-depth and complex work-related issues, performance management guidance, internal investigations, and compliance with employment law.

Will the Senior Employee Relations Partner provide mentorship?

Yes, the Senior Employee Relations Partner will serve as a mentor, providing guidance and support to Employee Relations Partners in the Center of Excellence.

How does this position contribute to employee engagement and retention?

This position monitors and reports on retention and turnover metrics and leverages employee engagement tools to address employee relations issues in a timely manner.

What is the hybrid work model referred to in this job?

The hybrid work model combines both remote work and in-office attendance, allowing flexibility while ensuring employees can collaborate effectively.

What legal aspects will the Senior Employee Relations Partner be responsible for?

The Partner will serve as a primary contact for employment law compliance, monitor changes in legislation, support employment litigation, and participate in employment-related hearings and audits.

Working together to create a healthier world, one life at a time.

Science & Healthcare
Industry
10,001+
Employees
1967
Founded Year

Mission & Purpose

Quest Diagnostics (NYSE: DGX) empowers people to take action to improve health outcomes. Derived from the world's largest database of clinical lab results, our diagnostic insights reveal new avenues to identify and treat disease, inspire healthy behaviors and improve health care management. Quest annually serves one in three adult Americans and half the physicians and hospitals in the United States, and our 47,000 employees understand that, in the right hands and with the right context, our diagnostic insights can inspire actions that transform lives. The company offers physicians the broadest test menu (3,000+ tests), is a pioneer in developing innovative new tests, is the leader in cancer diagnostics, provides anatomic pathology (AP) services, & interpretive consultation through its medical & scientific staff of about 900 M.D.s & Ph.D.s. The company reported 2020 revenues of $9.44 billion. Quest Diagnostics offers the most extensive clinical testing network in the U.S., with laboratories in most major metropolitan areas, & in Mexico, the UK & India. The company also operates four esoteric laboratories, 40 outpatient AP laboratories, & 160 smaller, rapid-response laboratories. Patients may have specimens collected in any of the company’s approximately 2,250 patient service centers. On a typical workday, testing is performed for about 550,000 patients. Quest Diagnostics empowers healthcare organizations & clinicians with state-of-the-art connectivity solutions. The company is the leading provider of pre-employment drugs-of-abuse screening for employers & risk assessment services for the life insurance industry. It is the world’s 2nd largest provider of clinical trials testing for new pharmaceuticals.