Employee Relations Specialist

Responsibilities:

Customer Relations 

• Actively seeks to provide quality services that meet the needs of patients and clients as well as other identified customers - employees, applicants, supervisors, vendors, other employers, and regulatory agencies.
• Demonstrates commitment to confidentiality and fairness in all staff communications and actions. May represent HR on various Sheppard Pratt committees as requested.

Employee Relations 

• Provides consultation to employees and managers regarding the interpretation of SP policies, corrective actions, and effective problem-resolution to maximize employee performance.
• Ensures managers’ awareness and knowledge of legal requirements/constraints and organizational policies with respect to the handling of employee relations concerns and the terms and conditions of employment.
• Reviews and edits corrective actions, composes termination letters, and -processes termination for involuntary terminations.
• Attends unemployment hearings, as necessary.
• Functions as one of the point persons/coordinators of Sheppard Pratt’s Employee Hardship Fund. Protects the confidentiality of applicants communicates their requests with the employee committee for timely response and disposition in accordance with Sheppard Pratt policy; and maintains documentation of the process and results.  

Data and Reporting 

• Coordinates the organization’s data collection regarding employee terminations. With other Employee Relations staff, conducts exit interviews with terminating employees and disseminates, updates and maintains data collected from exit interviews. 
• Tracks and monitors employee and supervisory concerns identifies trends and potential issues, and brings them to the ER Director’s attention; logs the cases in the Case Management System (CMS) in a timely fashion.
• Maintains and reviews highly sensitive Human Resources data such as corrective actions, unemployment claims, EEOC charges, retention rates, turnover rates, turnover reasons, and satisfaction ratings. Produces reports as needed.
• Oversees the HR Coordinator’s processing of established ongoing reports (e.g., turnover). Tracks supervisory changes and ensures the timely update of the HRIS.

Policies and Compliance 

• Explains and maintains strong knowledge base of policies and legal constraints; effectively communicates these to managers and employees.
• Works with managers in preparing for unemployment hearings and represents the organization at hearings. Provides required documentation/information for the effective and cost-efficient management of unemployment compensation claims.
• Responds to employee concerns about management, working conditions, harassment/discrimination claims or other issues; escalates issues to appropriate managers as needed.

Training Support 

• Participates in leadership training as appropriate.
• Supports and facilitates management training (Employment Law training).

Requirements: 

• Work requires a bachelor’s degree in Human Resource Management, Business Administration, or related field; relevant people management experience of over 3 years with SHRM certification may be substituted for degree. HRCI or SHRM certification preferred.
• Work requires at least 2 years’ experience in Human Resources or related field; must possess:
• • excellent verbal and written communication skills.
  • effective conflict resolution skills.
  • proven experience administering and representing human resources policy and procedures.
  • good attention to detail and accuracy in documenting and reporting data and coordinating and organizing events.
  • Strong knowledge of state and federal labor laws, EEOC, FMLA, ADA, and sexual harassment guidelines is strongly preferred.
  • Experience in representing the organization for unemployment hearings, EEOC litigation and other agency claims is preferred.

• Work requires analytical ability sufficient to apply policies to resolve problems posed by supervisors and managers, anticipate problems/complications and assist in their resolution, and determine when to escalate concerns to the ER Director.
• Work requires a high level of interpersonal skills sufficient to interact effectively with management, external contacts, and all levels of employees, conduct presentations at employee orientation, solicit information from individuals and groups, and explain policies and procedures in sometimes difficult situations (51-80% of work time).
• Work requires the ability to prioritize and respond appropriately to requests for PRN assistance and/or meetings, pay close attention to details, and meet established deadlines, frequently producing a high level of mental/visual fatigue (51-80% of work time).