Employee Relations Manager jobs in Ohio

Job Posting Deadline: End of Business Day, 6/12/2024

PURPOSE OF JOB

The Employee Relations Manager is responsible for providing employee relations support to all employees by delivering proactive, collaborative guidance and counseling on employment related matters and performance concerns. This position will lead investigations, develop and interpret employment policy, provides training and coaching, and oversees regulatory matters.

This position is also responsible for the oversight of certain HR services/operations including leave management and performance management while ensuring activities align to support strategic objectives, improve organizational effectiveness, ensure compliance with applicable laws and government regulations, and foster an inclusive and equitable environment.

PRINCIPAL DUTIES AND RESPONSIBILITIES

1. Conducts thorough, prompt, and objective investigations into allegations of misconduct and other human resources (HR) related issues and/or internal policy violations. Ensures allegations are investigated efficiently, thoroughly reviewed, and addressed in compliance with established policies and procedures. Partners with Security and Legal, as needed. Compiles complete and accurate records of investigations, recommends case resolution, and communicates appropriate summary/action to relevant parties. 
2. Analyzes employee relations trends and recommends/delivers training, policies, and practices to enhance culture. Serves as a subject matter expert to all levels of the organization regarding employment policies and related laws.
3. Interprets with knowledge and proficiency Title VII, ADA, ADEA, COBRA, ERISA, FLSA, FMLA, HIPAA and other employment-related legislation. Manages legal compliance matters such as EEOC, OCRC, civil suits, and EEO-4 Reporting, and ensures compliance with all state and federal discrimination and employment regulations.
4. Advises leaders and managers on a variety of people-related issues; manages and resolves complex employee relations matters in a consistent, empathetic, and legally sound manner.
5. Serves as a trusted advisor and advocate, conducting self professionally at all times and respecting confidentiality when appropriate.  
6. Trains managers and employees on employment law and performance related topics (e.g. Title VII, ADA, anti-harassment). Develops curriculum, support documentation and presents to groups as needed.
7. Supervises Leave Administrator and ultimately oversees unemployment insurance and workers’ compensation processes, reviews claims and reports, and monitors cost.
8. Manages the review, development, enhancement, and implementation of library policies and procedures related to employment, performance, and compensation matters. 
9. Assists in the development of Human Resources metrics. Tracks and analyzes trends to assist in the development of proactive solutions, programs, and policies to ensure a positive employee experience.
10. Supports all aspects of performance management including goal setting; Introductory, Mid-Year and Annual Performance Assessments; Performance Improvement Plans; and Corrective Counseling. 
11. Partners to redesign the existing performance assessment to enhance feedback, streamline processes, align individual achievements to the library’s overall strategy and success, and drive organizational performance.
12. Contributes to a diverse, equitable and inclusive work culture that celebrates differences by being accountable for policies and practices that are reflective of such an environment. Participates in diversity and inclusion initiatives and connects Employee Relations Strategy where applicable.
13. Develops and nurtures strong relationships with managers and employees, with a particular focus on fostering a positive workplace culture and enhancing employee engagement.
14. Member of HR Department leadership team.
15. Member of the Staff Relations Committee.
16. Performs additional duties as assigned including serving on task forces, committees, etc.

QUALIFICATIONS AND REQUIREMENTS

1. Bachelor’s degree in human resources management or related field required.
2. PHR, SHRM-CP or SPHR, SHRM-SCP certification preferred. 
3. 5-7 years’ progressive Human Resources experience at a senior level with emphasis on employee relations and performance management required.
4. Extensive knowledge of state and federal employment laws and governmental compliance requirements required.
5. Ability to work at a high level of autonomy with minimal direction to manage multiple and ongoing employment matters that vary in scope and complexity. Ability to multi-task and efficiently manage priority action items.
6. Passion for resolving employee workplace matters, supporting unique employee needs, and objectively coaching managers and employees through difficult issues while maintaining relationships. 
7. Ability to effectively communicate and present in a variety of formal settings - one on one, group, peers, direct reports, etc. Command attention and manage group process.
8. Strict enforcement of confidentiality, exercises discretion and professional judgment at all times. 
9. Desire to be engaged with employees with regards to Human Resources practices with a commitment to diversity, equity, and inclusion.
10. Passionate about cultivating a positive workplace culture and consistently demonstrates our core values of respect, integrity, and inspiration.
11. Ability to operate library technology including personal computer, email, software programs (i.e. Windows/Microsoft Office) and other job-related equipment and systems. 
12. Valid driver license which meets the minimum requirements of CML’s vehicle insurance policy and access to a personal vehicle to promptly report to varied work locations as assigned.

WORKING CONDITIONS AND PHYSICAL DEMANDS

The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, and residences or commercial vehicles (e.g., use of safe workplace practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals, and/or working in moderate outdoor weather conditions).

Work requires minimal demand for physical effort.