Manager-Employee Relations (Full time, Remote, North Carolina Based)

The Employee Relations Manager provides responsive customer service to Alliance employees in all areas of Human Resources with a primary focus on employee relations, performance management, and policy and procedure administration. Employee will work independently as well as with the HR team and Human Resource leadership to assist in implementing and maintaining a comprehensive HR program.

Manage Employee Relations

• →Manage employee disciplinary process to ensure applicable procedures are followed and documentation is appropriate, accurate and timely  
• →Manage employee complaint and grievance processes in accordance with applicable procedures, conduct investigations as required and handle associated appeals through to closure
• →Partner with Benefits as needed on complex ADA cases 
• →Conduct mediations and/or facilitated conversations to help resolve conflict 
• →Assist in legal matters related to employee relations to include information gathering, investigations and representing Alliance at related hearings when needed 
• →Work closely with Legal Department on review of various actions such as dismissals, approved/denied accommodations and other sensitive matters to ensure proposed actions are legally defensible

Performance Management

• →Lead performance management efforts including monitoring employee and leader progress throughout the performance review and goal planning cycles 
• →Provide HR communications regarding timeline and process to keep employees informed and develop resources and trainings to assist in the processes 
• →Provide updates and data as requested to HR leadership 

Policies/Procedures

• →Review, research, and assist in policy development and modification, and draft policy recommendations ensuring updated laws/regulations are included, including those subject to substantial equivalence guidelines
• →Provide guidance to employees with policy/procedure interpretation and ensure they are followed appropriately 

Manager and Develop Staff

• →Work with the Director of Human Resources to recruit and retain a highly qualified and well-trained workforce  
• →Ensure staff are well trained in and comply with all organization and department policies, procedures, and business processes
• →Organize workflows and ensure staff understand their roles and responsibilities
• →Ensure the department has the needed tools and resources to achieve organizational goals and to support employees and ensure compliance with licensure, regulatory, and accreditation requirements
• →Actively establish and promote a positive, diverse, and inclusive working environment that builds trust  
• →Ensure all staff are treated with respect and dignity
• →Ensure standards are transparent and applied consistently, impartially, and ethically over time and across all staff members
• →Work to resolve conflicts and disputes, ensuring that all participants are given a voice
• →Set goals for performance and deadlines in line with organization goals and vision
• →Effectively communicate feedback and provide ongoing coaching and mentoring to staff and support a learning environment to advance team skills and professional development
• →Cultivate and encourage efforts to expand cross-team collaboration and partnership

General HR

• →Manages HR records according to area of responsibility by ensuring files are updated, accurate and properly documented in accordance with recordkeeping requirements
• →Update the new employee orientation content for employee relations 
• →Ensure employees and leaders have appropriate training and materials to assist with processes related to area of responsibility 
• →Manage Unemployment Insurance matters ensuring requests for information are handled timely and investigated if necessary
• →Assist in developing, implementing, and administering relevant HR programs and initiatives that meet current needs while also anticipating future business and talent trends
• →Understand, apply, and maintain thorough knowledge of employment laws such as ADA and subsequent amendments, FLSA, Title VII, HIPAA, and other related regulations/laws

Education & Experience

Required:

Bachelors degree from an accredited college or university in Human Resources, Business Administration, Psychology, or related field and four (4) years of experience in Human Resources including at least one (1) year of supervisory leadership experience. Experience must include coaching/discipline, grievance and complaint investigations, performance management, conflict resolution, and policy development.  

Preferred: 

Experience working in Human Resources for State or Local Government in North Carolina and HR Certification strongly preferred.

• Knowledge of Performance Management practices
• Knowledge of employment-related laws and regulations
• Knowledge of Human Capital Management systems
• Verbal and written communication skills
• Organizational skills and attention to detail
• Time management skills with a proven ability to meet deadlines. 
• Analytical and problem-solving skills
• Ability to prioritize tasks and delegate tasks when appropriate
• Interpersonal and conflict resolution skills
• Ability to act with integrity, professionalism, and confidentiality
• Microsoft Office Suite

$89,404 - $113,990/ Annually