Employee Relations Business Partner 2

Pay Grade

13

*Qualifications may warrant placement in a different job level  

Position Summary

The Employee Relations Business Partner 2 serves as a trusted advisor, providing guidance on employee relations (ER) issues, and facilitating the resolution of disputes. Works closely with the organization to identify key priorities, set goals and objectives, and develop and implement  effective strategies  to align people strategy with operational strategy and goals.  Responsible for aligning business and management practices with the needs of designated business units. Advises on all functions of People & Culture to include company policies, procedures, workforce planning, performance management, employee relations, training, and investigation outcome remedies. Actively engages with the workforce and leadership on a regular basis. Serves as a key stakeholder and reviewer on all corporate policies. Provides guidance and resources to employees and business area leadership on matters relating to People & Culture, employee relations, and coaching. Work is performed under minimal supervision, conferring with management on complex matters. This is a driving essential role. 

Tasks and Responsibilities

• Conducts regular meetings with respective business units and management, providing HR guidance when appropriate. 
• Provides advisement to management and employees regarding routine People & Culture inquiries including, but not limited to, company policies, HR compliance, employment law practices, and leave administration.
• Resolves employee relations issues and disputes.
• Assists with workplace investigations and provides investigations outcome remedies.
• Monitors and supports a variety of human resources functions for assigned business areas. 
• Develop and conducts training to educate the workforce on company policies, EEO and Anti-Harassment training, leadership training, HR compliance or related topics.
• Facilitates ADAAA interactive process while partnering with Occupational Health, Leave team, Legal Services, and business area leadership. Insures adherence to federal, state, and local laws. 
• Recommends, reviews, and responds to all coaching and corrective action requests, Performance Improvement Plans (PIPs), and termination of employment requests. Ensures compliance with policies, procedures, and employment laws.
• Ensures compliance regarding employee driving compliance to include high risk driving, traffic notifications, expired and suspended licenses. 
• Responds to claims for unemployment benefits, participates and prepares for unemployment hearing cases, employee grievances, and EEO responses.
• Ensures internal stakeholders are in alignment with P&C Culture programs and updates.
• Collects data to identify and communicate trends/areas of improvement; develops and implements effective strategies to address needs for improvement and ways to mitigate risks to the company. 
• Partners with Union leadership and Labor Relations to drive accountability and advocacy of productive labor-management relationships. 
• Recommends solutions to issues, improvement opportunities or new prevention measures.
• May assist with assigned special projects.
• May perform additional duties as assigned.

Minimum Skills

Minimum Knowledge and Abilities

Preferred Qualifications

• Prior experience in Employee Relations.
• Experience engaging and communicating with all levels of organizational leadership and stakeholders.
• Knowledge, understanding, and experience with applying Equal Employment Opportunity (EEO) laws.
• Experience with conflict resolution and workplace investigations.
• Experience working with Labor Relations.
• Strong analytical and problem-solving skills.
   

Competencies

Minimum Education

Required Certifications

Working Environment

Physical Demands