Manager Employee Relations

Summary:

The Manager oversees the administration, compliance and regulation of all employee leave programs such as NYS Disability, Short-term Supplemental Disability, Family Medical Leave Act, NYS Paid Family Leave, American With Disabilities Act and Workers Compensations. This role also manages operational functions including, but not limited to employee relation handbook policies and procedures, HRIS data entry service award programs, United Way, and audits.

Essential Responsibilities/Accountabilities:

Conducts complex investigations involving highly sensitive matters including harassment, discrimination, retaliation, and other work-related matters to document findings and make recommendations on appropriate actions.

Serves as the administrator to all components related to the compliance and regulation of all employee leave programs such as NYS Disability, Short-term Supplemental Disability, Family Medical Leave Act, NYS Paid Family Leave, American With Disabilities Act and Workers Compensations.

Manages ERBP staff to ensure on-going process improvement, problem resolution, quality, efficiency, effectiveness, on-going work plans, and compliance

Provides ongoing coaching, development, and training to business leaders to ensure positive employee relations and communications consistent with company values and work environment expectations.

Provides oversight and management of all employee leave programs, including but not limited to regulatory oversight, compliance and audit, process improvement and training initiatives

Works closely with the employee leave program administrator to ensure claims are processed timely and meet established performance guarantees.

Oversees the Vacation Donation program and its accruals to ensure appropriate administration and usage

Partners with Human Resources Business Partners (HRBP) to identify trends, provide insight, and make recommendations on issues impacting employee retention and engagement. This includes applying data analysis to case management, organizational restructures and noting trends and developing recommendations in conjunction with HRBP team.

Provides coaching and general employee relations services support to employees across the organization to address and resolve workplace matters.

Consults with legal counsel on issue resolution to ensure risk mitigation, consistent application across the company and litigation preparation such as responds to subpoenas, human rights complaints, EEOC charges, unemployment hearings.

Partners with Internal Ethics and Compliance and Special Investigations Unit on hotline calls, ethics, compliance or fraud investigations to provide recommendations to leaders on appropriate actions and/or resolutions.

Designs and delivers training sessions to leaders in employee leave programs, performance management and discipline topics to increase leadership competency in this area.

Serves as active participant or Project Leader for HCM/ER Strategic Initiatives or team projects in order to drive improved business results through increased productivity, retention and engagement of the workforce.

Serves as Business Partner to Regional President(s) and provides high-level consulting, problem diagnosis, and solution development in support of core business goals and objectives. This role is responsible for the development, delivery and alignment of HCM strategy to regional site location.

Participate in regional community relations, support and networking to help drive regional sales and overall business results as needed.

Serves as the point person for internal and external required divisional/corporate HCM Audits.

Manages the development, updating and implementation of consistent ER HCM employment policies, procedures, practices in the Employee Handbook.

Participates and/or takes the lead on committees and task forces, as requested.

Collaborates with all HCM to better position HCM to deliver “Best in Class” HR processes, policies and practices that drive competitive advantage for the business.

Oversees all regional events such as but not limited to: Picnics, Holiday Party, United Way, Employee Roundtable Meetings and Focus Groups, All Employee Meetings.

Promotes the Corporate Equal Employment Opportunity and Affirmative Action Programs by identifying areas of improvement, opportunity and impact on goals to eliminate the underutilization of females and minorities.

Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies’ mission and values, adhering to the Corporate Code of Conduct, and leading to the Lifetime Way values and beliefs.

Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures.

Other duties as assigned to support the general purpose of the position’s function.

Bachelor’s degree in Human Resources coupled with seven years progressive experience in Human Resources; Master’s degree preferred. In lieu of a degree, a minimum of 12 years of experience in Human Resources required.

Knowledge of employment law, coaching and mentoring.

Demonstrated knowledge of and skill in conflict resolution, decision making, influence, interpersonal relations, oral and written communication, problem solving, results orientation, systems thinking, group presentations, and group process facilitation.

Ability to multi-task and prioritize.

Self-motivated and detail oriented.

Demonstrated leadership skills and prior leadership experience required.

Demonstrated organizational and personal sensitivity with ability to work in a team environment.

Physical Requirements

Must have ability to travel across regions in Uptsate New York

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