Sr. Employee Relations Partner (Remote)
Salary undisclosed
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Overview:
The Senior Employee Relations Partner serves as a key team member of the Employee Relations Center of Excellence. The Senior Employee Relations Partner supports the company by ensuring that managers are well equipped to implement people solutions that will resolve employee relations matters, build a positive employee relations climate, and enable compliance to relevant employment legislation. The Senior Employee Relations Partner plays a vital role in overseeing employee engagement and retention initiatives for the company.
The Senior Employee Relations Partner works in a leadership and team capacity to support multiple sites and lines of businesses in a specific geographic region across Quest Diagnostics and its subsidiary companies. The Senior Employee Relations Partner serves as a mentor providing guidance and support to those in the role of Employee Relations Partner in the Employee Relations Center of Excellence. The Employee Relations partners with all HR Centers of Excellence, Business Leadership, Management and Legal on issues related to employee relations, providing the optimum work environment possible, and the development and administration of HR policies and procedures.
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
Performance Management Guidance and Support
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
Company Internal Investigation 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
Legal Support
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
Policy Review and Development
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
Employee Engagement and Retention
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
Leadership / Mentorship of Employee Relations Consultants
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
Qualifications:
Required Work Experience:
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
Knowledge:
Must have knowledge of employment law and regulations
Familiarity with HR systems, such as HRIS, HR Reporting, Case Management, etc
Skills:
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)
Business Acumen
Decision Quality
Action-Oriented
Conflict Management
Customer Focus
Managerial Courage
Listening
Problem Solving
Priority Setting
Organizing
Education:
Bachelor’s Degree (Required)
License Certifications:
Professional in Human Resources (PHR)
Senior Professional in Human Resources (SPHR)
While we appreciate and value our staffing partners, we do not accept unsolicited resumes from agencies. Quest will not be responsible for paying agency fees for any individual as to whom an agency has sent an unsolicited resume.
EEO:
Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets
The Senior Employee Relations Partner serves as a key team member of the Employee Relations Center of Excellence. The Senior Employee Relations Partner supports the company by ensuring that managers are well equipped to implement people solutions that will resolve employee relations matters, build a positive employee relations climate, and enable compliance to relevant employment legislation. The Senior Employee Relations Partner plays a vital role in overseeing employee engagement and retention initiatives for the company.
The Senior Employee Relations Partner works in a leadership and team capacity to support multiple sites and lines of businesses in a specific geographic region across Quest Diagnostics and its subsidiary companies. The Senior Employee Relations Partner serves as a mentor providing guidance and support to those in the role of Employee Relations Partner in the Employee Relations Center of Excellence. The Employee Relations partners with all HR Centers of Excellence, Business Leadership, Management and Legal on issues related to employee relations, providing the optimum work environment possible, and the development and administration of HR policies and procedures.
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
Performance Management Guidance and Support
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
Company Internal Investigation 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
Legal Support
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
Policy Review and Development
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
Employee Engagement and Retention
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
Leadership / Mentorship of Employee Relations Consultants
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
Qualifications:
Required Work Experience:
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
Knowledge:
Must have knowledge of employment law and regulations
Familiarity with HR systems, such as HRIS, HR Reporting, Case Management, etc
Skills:
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)
Business Acumen
Decision Quality
Action-Oriented
Conflict Management
Customer Focus
Managerial Courage
Listening
Problem Solving
Priority Setting
Organizing
Education:
Bachelor’s Degree (Required)
License Certifications:
Professional in Human Resources (PHR)
Senior Professional in Human Resources (SPHR)
While we appreciate and value our staffing partners, we do not accept unsolicited resumes from agencies. Quest will not be responsible for paying agency fees for any individual as to whom an agency has sent an unsolicited resume.
EEO:
Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets
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