Sr. Manager, HR- Employee Relations & Policy Governance

Description

The Sr. Manager of Employee Relations & Policy Governance is a critical leadership role with responsibility to oversee all employee relations activities, policies, processes, and procedures. This position will set the strategy for Employee Relations (ER) and support their team in handling workplace concerns and action plans and will provide intervention as necessary. This role will work extensively with people leaders to identify opportunities to proactively and preventatively address common ER issues. Providing guidance and coaching to leaders of all levels to address team member conduct and performance areas is a critical part of this role. This leader will stay attuned to organizational and operational changes across the Company to identify potential ER risks and develop plans to address proactively.

Directly supervises professional team members and/or supervisors of professional team members. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

• Collaborate closely with the legal team, HR leaders, and key business individuals to align policies with legal requirements and business needs.
• Ensure ER Specialists Team support assigned business units as needed in the following areas: new hire orientation, policy training, engagement activities, and frontline leadership support.
• Lead the Employee Relations Specialists team operations and ensure that all services provided meet the expectations of internal and external stakeholders while ensuring that service level agreements (SLAs) are met.
• Verify compliant, fair, and consistent review of candidate background check results.
• Maintain a central repository of all policies and related documents, ensuring accessibility and transparency for all stakeholders.
• Equip the ER team to provide guidance and coaching to managers of all levels to address employee conduct and performance. Includes providing guidance and assisting with the development and delivery of appropriate performance feedback or action plans including corrective/disciplinary actions.
• Manage employee relations processes and procedures to enable effective management, conflict resolution, compliance, and problem solving.
• Ensure the ER team is attuned to organizational and operational changes across the company to identify potential employee relations risks and develop plans to address proactively.
• Provide strategic support, thought partnership, and coaching to all levels of the company.
• Conduct, oversee, and/or otherwise assist with employee relation issues to manage employee concerns to identify and implement appropriate employee action and accountability practices.
• Work with cross-functional teams to develop new policies and revise existing ones to reflect contemporary HR practices and industry best practices. Conduct regular policy audits and generate reports to assess policy effectiveness and areas requiring improvement.
• Confirm the ER team is operationally efficient to provide timely resolution support.
• Create and manage metrics and reporting for the HR Specialists Team for ER. Utilize insights from metrics to identify trending issues and resolve them.
• Develop and implement a comprehensive policy governance structure, ensuring that all policies are effectively managed, reviewed, and updated as needed.
• Lead efforts to align and modernize employment policies across the organization to ensure consistency and compliance. Lead efforts to maximize our E2E processes while partnering with key stakeholders and process owners.
• Build functional capability within the ER team to ensure we deliver excellence in ER practices.
• Identify fair and objective processes appropriate for employee concerns including overseeing employee fact-finding and ensuring adherence to employee relations policies and practices.
• Provide appropriate data to key stakeholders (CoE’s, Business HR, and Business Leadership) regarding emerging trends or concerns related to ER cases.
• Oversee the use of effective documentation techniques and ensure maintenance of accurate, confidential records regarding all reported matters and fact-finding documentation.
• Maintain the highest level of integrity when managing employee relations issues and managing reported matters.

Requirements

PHR or SHRM-CP a plus.

COMPUTER SKILLS

CERTIFICATES, LICENSES, REGISTRATIONS

Microsoft applications: Outlook, Word, Excel, and Power Point. Experience with Oracle Fusion HCM or Service Now a plus.

EDUCATION and/or EXPERIENCE

• Substantial experience with employment law applications, policy creation, and employee relations management.
• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Strong knowledge of employment laws and regulations.
• Understanding HR E2E processes and ensuring operational efficiencies and continuous improvement.
• At least 8 years of progressive HR experience with a focus on policy development and compliance.
• Familiarity with contemporary HR practices and industry best practices in policy management.
• Exceptional communication, interpersonal, and leadership skills.

Benefits

Reidsville, NC (hybrid)

Training + Development

Interview process

Visa Sponsorship

Security clearance