Employee Relations Manager

Job Summary

Reporting to the Senior HR Manager, the Employee Relations Manager is responsible for managing and maintaining employer-employee relationships. They work closely with employees to resolve issues, provide guidance on employee policies and procedures, and ensure compliance with employment laws.

Essential Responsibilities

• Highlight potential labor relations issues to senior management and assist in their resolution.
• Plans, coordinates, and directly handles employee relations activities.
• Acts as internal consultant for employee relations, policy, and disciplinary procedures.
• Collaborates with supervisors and managers to resolve people conflicts in ways that minimize business impact and support our core values.
• Advise, counsel, and guide management and employees in the proper use and interpretation of human resources policies, plans, and programs.
• Administers and interprets collective bargaining agreements (CBAs); ensures consistent application across the facility.
• Serves as the primary point of contact for union representatives, employees, and management regarding labor, employee relations issues, and grievances.
• Conduct thorough investigations into employee relations issues and recommend appropriate actions.
• Develops and implements employee relations policies and procedures.
• Affords employee relations-related training for both managers and employees.
• Conducts exit interviews and provides feedback to management.
• Maintains accurate and confidential records of employee relations cases.
• Conducts exit and stay interviews. Collaborates with HR and legal teams to ensure compliance with employment laws and regulations.
• Manages employee discipline and performance improvement processes.
• Partners with HR and business leaders to develop and execute employee engagement initiatives.
• Advises management in appropriate resolution of employee relations issues.
• Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
• Represents the organization at personnel-related hearings, such as unemployment hearings, and investigations.
• Develops and maintains affirmative action program; files EEO-1 and VETS report annually; and maintains other records, reports, and logs to conform to EEO regulations.
• Handles employee relations counseling, outplacement counseling, and exit interviewing.
• Maintains compliance with federal, state, and local employment and benefits laws and regulations; anticipates legislation; enforces adherence to requirements; advises management on needed actions.
• Completes special projects by clarifying project objectives; setting timelines and schedules; conducting research; developing and organizing information; fulfilling transactions.

Minimum Qualifications

• Bachelor’s degree in Human Resources, or related field; Master’s Degree preferred.
• A minimum of ten (10) years of progressive experience in Human Resources, preferably in a manufacturing environment.
• Professional certification in Employee Relations or Human Resources Management.
• Proven work experience as an Employee Relations Manager, or similar role.
• Strong knowledge of labor laws, grievance/arbitration processes, and collective bargaining agreements.
• Experience in conflict resolution and mediation.
• Ability to build trust and rapport at all levels of the organization quickly.
• Excellent communication, conflict resolution, negotiation, and interpersonal skills.
• Ability to handle sensitive information in a highly confidential manner.
• Excellent organizational and time-management skills.
• Experience in employee engagement and retention strategies.
• Experience in developing and implementing HR policies and procedures.
• Excellent problem-solving and decision-making skills.
• Team, action, and results oriented.
• Ability to manage multiple priorities/projects and manage stressful situations.
• Customer-focused attitude, with high level of professionalism and discretion.
• Strong analytical skills, maturity, and "emotional intelligence."
• Inspire Trust – model and inspire high levels of integrity; communicate across constituencies without compromising the integrity of the message; does not undermine others for own gain; does not distort the facts with one’s own biases and agendas; shows consistently among principles, values and behavior.

Desired Qualifications

• Master’s Degree in HR or Industrial Labor Relations, or MBA.
• Professional in Human Resources Certification (PHR) or SHRM Certified Professional (SHRM-CP).
• Experience with labor unions is a plus.