Reports to the VP of Human Resources for this well-known, 100+ store, $800M in volume Retail regional chain. Our client will relocate if needed.
EMPLOYEE RELATIONS MANAGER
Department: Human Resources
Location: Store Support Center
PURPOSE: Provides ER support to all areas of the company including SSC/DC/Field. Assist with development and implementation of ER best practices and policy updates. Maintains compliance with State and Federal Laws and organizations. Partner with unit leaders on employee relations issues and recommend best steps.
WORKING RELATIONSHIPS: Reports to the VP of Human Resources. Partners with HR team in Total Rewards, Learning & Development, and Field HR Employee Relations, as well as leaders in all other departments.
Analyzes information and data necessary to define and discern cost and policy implications of negotiations and disputes. This may include management and union proposals, pay scales and wages, benefits, working conditions, and other mitigating circumstances.
Uses surveys, interviews, and other studies to conduct research regarding human resource policies, compensation, and other employment issues. After analyzing the information, makes recommendations on changes.
Researches and explains laws and legal affairs concerning employment to managers, supervisors, 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.
Collaborates with leadership on matters of policy and terms of memoranda of understanding before and throughout negotiation process.
Collaborates with legal counsel and departments in the preparation for and participation in negotiation with employee and labor groups.
Performs other related duties as assigned. COMPETENCIES PRODUCT PRODUCT FOCUS: The ability to maintain direction and stay on target with the goals and project at hand to enhance the operational experience in the store. GROWTH ACTION ORIENTED: Enjoy working hard and enthusiastically take on new challenges; focus on solutions—not problems. FUNCTIONAL/TECHNICAL SKILLS: Accomplish a job with complete technical and functional knowledge and skills. BUSINESS ACUMEN: Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace. OPERATIONAL EXCELLENCE DECISION QUALITY: Make correct decisions based on analysis, experience and judgment. DRIVE FOR RESULTS: Push themselves and others consistently to meet or exceed goals. MANAGING AND MEASURING: Assign responsibility and set clear, measurable objectives. MANAGERIAL COURAGE: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary. PEOPLE HIRING AND STAFFING: A good judge of talent who can articulate and assess a person’s potential or limitations. ETHICS AND VALUES: Adhere to appropriate core values and beliefs during good and bad times; act in line with those values. PEER RELATIONS: Find common ground and solve problems in a balanced manner that gains the trust and support of peers. APPROACHABILITY: Build rapport and put others at ease; easy to talk to; listen. SIZING UP PEOPLE: Is a good judge of talent; after reasonable exposure, can articulate the strengths and limitations of people inside and outside the organization; can accurately project what people are likely to do across a variety of situations. BUILDING EFFECTIVE TEAMS: Blends people into teams when needed: creates strong morale and spirit in his/her team: shares wins and successes: fosters open dialogue; lets people finish and be responsible for their work: defines success in terms of the whole team: creates a feeling of belonging in the team. INTERPERSONAL SAVVY: Relates well to all kinds of people-up, down and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably. BRAND CUSTOMER FOCUS: Establish a relationship with customers to glean first-hand information that will enhance their experience and our products and services PERFORMANCE MEASURES
Enhanced overall performance in employee relations matters. QUALIFICATIONS
Excellent oral and written communication skills.
Thorough understanding of state and federal laws concerning labor relations.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Thorough understanding of negotiation techniques.
Thorough understanding of dispute resolution.
Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations. Familiarity with human resource practices in multiple location environments Strong presentation skills