HR Manager – Talent Development & Employee Relations

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Position Summary: 

This HR Manager position oversees and administers functions related to talent acquisition and development, as well as employee relations and compliance for the Roman Catholic Diocese of Charlotte. Reporting to the HR Director, this is a key leadership role within the HR team that helps provide long-term vision and maintain successful day-to-day operations. This position will entail the need for both proactive training and strategic development, as well as ensuring on-going compliance is maintained and conflict resolutions are asserted using thoughtful influencing skills. 

Key Responsibilities:

Talent Acquisition & Talent Development

• Supervises the HR Recruiter/Generalist and provides direction for strategizing/developing/implementing tasks related to sourcing, recruiting, hiring, onboarding, orientating new employees. 
• Designs, develops, and presents training content utilizing web-based programs, virtual learning, and in-person facilitations, to align with the developmental needs of our hiring managers for best practices in recruiting and networking, interviewing and selecting, and system utilization for the ATS and Onboarding portals.
• Serves as a thought partner with HR Director and other senior leadership in shaping talent development strategies, contributing to frameworks for succession planning, and employee growth and development.
• Builds strong relationships with hiring managers within Central Administration, to help coach and develop new supervisors.
• Responsible for overseeing the development of future pipelines for qualified talent through maximizing networking and outreach opportunities with schools, universities, parishes, associations, social media, etc.
• Responsible for maintaining and on-going improvement of diocesan employee referral program.
• Will be the primary stakeholder (partnering with other HR team members) for facilitating a monthly all-diocesan new employee orientation that covers important info needed by new hires (e.g., how to navigate the Intranet site, benefits info, where key resources can be found, guidance for timekeeping, personnel policies, etc.).

Employee Relations & Compliance

• Maintains and monitors compliance for State and Federal employment laws (e.g. FMLA, FLSA, ADA, IRCA, Title VII, ADEA, etc.) and required employer notifications across the diocesan entities.
• Addresses and consults on issues pertaining to employee relations and skillfully provides influential advice for resolutions regarding employment matters.
• Performs internal investigations into suspected violations of compliance, conduct, and ethics policies. Documents findings and reports out to the appropriate individuals regarding the outcome of the investigations.
• Pertaining to internal policies, as well as employment laws (e.g. FMLA and USERRA), oversees, monitors, and advises both employees and supervisors on matters related to leave of absences.
• Advises employees and supervisors on workers' compensation matters for reasonable accommodations, light duty recommendations, and safe and timely return to work procedures.
• Conducts audits and risk assessments and provides recommendations to diocesan entities related to compliance for proper personnel files, policies, I-9 files, and required employer notices. 
• Stays current with potential new or changing employment laws and legislation, with an added focus on the potential impacts of religious liberties.
• Under the direction of the HR Director, assists in developing policies and procedures where needed, and implementing and enforcing all diocesan personnel policies, practices, and procedures. Advises employees at all levels of the organization regarding adherence to our Personnel Policy Handbook and Code of Ethics.
• Designs, develops, and presents training content utilizing web-based programs, virtual learning and in-person facilitations, to align with the developmental needs of our diocesan supervisors for topics ranging from employment laws, properly addressing disability accommodation requests, coaching and progressive discipline, having crucial conversations, etc.
• Develops and monitors an electronic employee exit interview tool. Reports and makes recommendations to leadership based on employee feedback and insightful trends.

Miscellaneous

• Gathers feedback and evaluates the effectiveness of various training programs and makes continual modifications to improve effectiveness.
• Under the direction of the HR Director, is the main HR stakeholder in overseeing the creation and maintenance of relevant and updated information for all sub-pages within HR Intranet Page, to meet the needs of our employees and supervisors.
• Assists in gathering and analyzing best practices with neighboring catholic dioceses and applies learnings to organizational initiatives.
• Primary point of contact for vendors related to areas of oversight (e.g. background check and E-Verify vendors, learning management system, etc.).
• Responsible for reporting quarterly metrics and goals related to areas of functional oversight (e.g. time to hire, # applications and source effectiveness, leave of absences, employee hotline volume, etc.).
• Supports the HR Director in selecting prospective vendors and managing current ones to maximize our customer support needed for strategic assistance, analysis, and problem solving. Also supports evaluating and renegotiating vendor contracts in search of opportunities for cost-saving and employee value.

Other Responsibilities:

• Assists with employee engagement program development and on-going activities to help support employee satisfaction and retention.
• May assist in negotiating and managing third-party recruitment agencies.
• Performs other duties as assigned.
• All diocesan employees are to share in the mission which Christ entrusted to the Church: to spread the Gospel, to service brother and sisters, and to build up the Body of Christ, which is the Church. All employees must respect, appreciate, and uphold the teachings, principles, legislation, and policies and traditions of the Roman Catholic Church in both word and example. This is both a great privilege and an awesome responsibility.

Education

• Bachelor degree required OR a minimum 7 years of combined work experience in employee relations and talent development (of which 2+ years in a supervisor or lead capacity) in lieu of bachelor degree.

Experience

• Minimum 5 years of human resources experience with increasing responsibility that includes performing functions in both employee relations and talent development.
• Prior work experience in consulting both employees and supervisors on employee relations concerns, as well as conducting internal HR investigations related to potential policy or code of ethics violations.
• Working knowledge of all Federal/ State/ Local employment laws and regulations.
• Prior supervisory experience is a plus but not required (unless in lieu of bachelor’s degree).
• Prior Talent Acquisition/Recruitment experience is a plus but not required.
• Prior experience overseeing or coordinating leave of absences is a plus but not required.
• Prior experience using Paylocity HRIS is a plus but not required.

Skills/Certifications

• Self-directed with ability to perform complex tasks with minimal direction.
• Proven ability to use critical thinking in decision making.
• Proven ability to use influencing skills for organizational recommendations or process improvements.
• Excellent organizational skills and ability to prioritize tasks.
• Base level of competency with MS Office Suite, most notably Outlook, Word, and PowerPoint.
• Ability to work well cross-functionally, especially with HR team, and leadership positions within the organization.
• Possess an employee customer-centric and problem-solving mindset.
• SHRM-CP, SHRM-SCP, PHR or SPHR certification is a plus but not required.