General Summary of Position Under the direction of the Vice President of Human Resources, provides strategic direction and leadership in the development, implementation, and evaluation of human resource policies and programs for the System, specifically for Employee Relations. Originates Human Resources practices and objectives that will provide a balanced program throughout the System for Employee Relations. Oversees the development, recommendation, and implementation of employee relations policies and practices, and appropriate corrective actions necessary to limit potential sources of employee conflicts and grievances and improve employee climate. Develops and implements appropriate documentation and reporting mechanisms necessary in order to measure institutional performance and adherence to established goals and objectives for Human Resources' programs. Primary Duties and Responsibilities
HR Expertise: Oversee and manage personnel administration, ensuring seamless operations in Employee Relations. Oversee and manage Employee relations support from tier 1 through tier 3. Provide subject matter expertise in Employee Relations, guiding others on complex and exception processing. Lead optimization opportunities within Employee Relations for enhanced business impact and workforce experience. Develop end-to-end process workflows to ensure standardization and consistency in Employee Relations investigations and general ER practices. Contribute to the establishment of key performance indicators. Maintain data integrity and accuracy within HR systems, utilizing insights to understand workforce trends and support business strategies. Operational Excellence and Process Execution: Execute HR operations responsibilities in partnership with other HR teams, striving for improved service delivery and customer experience. Define and apply Employee Relations roles and responsibilities in end-to-end processes and policies. Elevate Employee Relations team capabilities for effective process execution and collaboration with other HR teams. Develop tools and methodologies to drive operational excellence within Employee Relations. Review diagnostic results to identify opportunities for process efficiency gains. Balance process standardization with flexibility for localization to meet business needs. Issue Resolution: Collaborate across HR teams to address complex inquiries and cases creatively and effectively. Create a community of Employee Relations SMEs to share solutions and avoid repeat failures. Redefine Employee Relations performance standards and metrics aligned with operational strategy and goals. Identify Employee Relations knowledge and capability gaps, influencing training curriculum for improved delivery impact. Continuous Improvement: Assess and evaluate Employee Relations practices, processes, and supporting technologies for enhancement opportunities. Plan and implement actions to maximize performance and mitigate operational risks. Identify and halt activities that no longer deliver value and impact. Mobilize the team for additional effort to capitalize on future opportunities. Share continuous improvement results, reviewing impacts on strategic, productivity, financial, and quality alignment. Program Management: Lead the delivery of large-scale, multifaceted, and transformational programs. Build ownership and enthusiasm for executing programs using leading practice methodology. Advise on consistent implementation of project management tools and processes. Align program impacts with business outcomes and success measurements. Promote an agile mindset across the organization, encouraging continuous improvement ideas. Design Thinking: Connect with business leaders and the workforce to assess experience with ER programs. Generate options through ideation, test potential solutions, and refine with data and user feedback. Embrace uncertainty and pivot flexibly during program design. Lead large-scale transformation efforts using design thinking methodology. Advocate for end-user experience in program design decisions. Digital Fluency and Advocacy: Demonstrate knowledge and expertise in HR technologies, promoting a digital mindset across the organization. Advocate for aligning the workforce and emerging technologies with overall HR and business strategies. Integrate digital assets (e.g., RPA, AI) into work design to enhance efficiency and productivity. Apply knowledge of human behavior to enhance technology-related user experience and promote a digital culture. Vendor Management: Collaborate with external vendors to maximize the impact of procured services and solutions in HR service delivery. Manage vendor accountabilities, clearly communicating SLAs and contingency plans. Initiate vendor service selection projects, defining stakeholder needs and establishing business cases. Monitor financial implications of commercial agreements and operational needs. Ensure quality assurance and control systems are in place. Change Leadership: Provide visionary change leadership to guide the organization through large-scale changes and transformations. Utilize storytelling to create compelling cases for change and drive successful adoption and sustainment. Address and manage workforce resistance to change, holding business leaders accountable. Lead organizational change with a focus on key interdependencies and business impacts. Industry and Market Mindset: Demonstrate strong knowledge of COE domains in relation to industry and organizational needs. Provide thought leadership through innovation programs aligned with business strategy. Stay in touch with leading practices, customer expectations, and labor market trends. Influence key performance indicators and value drivers, anticipating competitive moves and market changes. Minimum Qualifications Education
- Bachelor's degree in Human Resources or Business Administration, or Industrial relations, or other directly related discipline required
- Master's degree in Human Resources or Business Administration, or Industrial relations, or other directly related discipline preferred
Experience
- 8-10 years of progressively experience in HR operations or related roles, with a proven track record of leadership required
- 5-7 years of management experience required
- 5-7 years Strong understanding of US Employment Laws and Compliance, including EEO requirements required
Licenses and Certifications
- SHRM-CP preferred or
- Professional in Human Resources (PHR)-HRCI preferred
Knowledge, Skills, and Abilities
- Knowledge of current developments in labor law, arbitration decisions, contract administration, and collective bargaining negotiations
- High degree of work ethic, integrity, and loyalty.
- Proficient in Microsoft Office applications (Excel, PowerPoint, etc.).
- Reputation for being a process-driver and thought leader.
- Highly flexible and adaptable to changing priorities.
- Excellent communication, stakeholder engagement, collaboration, project management, and change management skills.
- Strategic thinker with strong analytical problem-solving skills and a continuous improvement mindset.
This position has a hiring range of $161,220 - $322,836.80