Employee Relations Partner II

Bring your drive for excellence, teamwork, and customer commitment to Independence. Join us as we renew and reimagine the future of health care. Together we will achieve our mission to enhance the health and well-being of the people and communities we serve.

Employee Relations purpose is to strengthen the management-associate relationships through identifying and resolving workplace issues, keeping a pulse of associate satisfaction, and supports our talent management practices where a diverse mix of talented people want to come, stay, and do their best work.

The Employee Relations Partner II investigates and resolves associate issues including but not limited to performance issues, policy violations, or any other complaint/conflict/concern from an associate or manager.  These issues may be brought to the Employee Relations Partner II through various channels including but not limited to an associate, a manager/leader, HRBP, another area of HR, and/or compliance hotline.  This position is responsible to ensure that the issue is handled following our internal policies along with Federal and State employment law, in order to reduce the financial risk to the organization. Additionally, at this level, the Employee Relations Partner II is exploring new ways to further improve management/associate relations with guidance from Sr. Employee Relations Partner and/or Manager, Employee Relations.

Job Summary:

• Resolves problems by applying relevant policies, past practices and/or best practices along with employment law to reach a conclusion, including escalation as needed
  • Depending on situation, may guide the mediation of opposing views and brings issues to resolution with front line and supervisory/manager levels of the organization
• Provides consultation, guidance and coaching to supervisor and management levels in order to prepare them to address an associate’s behavior and/or performance 
  • This includes preparing the management team to effectively deliver all levels of corrective action 
• Participates in the involuntary terminations process for non-management associates including investigations, adherence to the progressive corrective action policies, and preparation/directing management on terminations (except workforce reductions).
  • Ensures non-management termination of all systems access, including the retrieval of all corporate assets, and or property
• Provides consultation, guidance and coaching to non-management associates, to prepare them for conversations with their management team or fellow associate to address an issue/concern. 
• Along with Disability Benefits, participates in the interactive process as needed to intake information regarding an ADA accommodation. Ensures collaboration with the Disability Benefit team
• Maintains required documentation including intake and investigation notes, supporting documents and final reports and/or evidence of action taken on various ER, ADA, Performance Management, Discrimination, etc claim/issue
• Prepares proper documentation which will be used to support IBC FOC actions during unemployment hearings, EEO inquiries and litigation charges. 
• Acts a consultant to the HRBP’s in the interpretation of company policies
  • Ensures the interpretation and practice is applied consistently, when necessary, across the organization
• Participates in the unemployment process including representing IBC FOC at unemployment hearings, depositions and inquiries from not only internal legal counsel but external counsel.
  • Provides council/coaching to supervisors/managers who may be required to attend the unemployment hearing
  • Trains other employee relations resources to support the unemployment process
• Monitors disciplinary practices and performance management practices.
  •  Provides recommendations that would best support the business area(s) strategy.
• Develops and delivers employee relations related training programs as needed
  • Acts as liaison with Independence University to support needed training programs throughout the organization
• Partners with Legal department to ensure policies and practices comply with all applicable federal, state and local laws and regulations
• Works closely with payroll in retrieving overpayments which includes contacting the associate/former associate
• Coordinates and participates in the exit interview process when needed
  • Identifies opportunities and areas of concern requiring follow up
• Audits and analyzes data (exit interviews, EE turnover, transfers, etc.), to monitor trends and partner with the HRBP in determining next steps, as needed.

Qualifications:

• Minimum of 5 years of Human Resource experience in either a HR Generalist role or Employee Relations role
• Bachelor’s degree in Business, Human Resources, Psychology, Industrial or Labor Relations preferred or equivalent work experience
• Advanced knowledge of employment, wage and hour, FMLA, and EEO laws and regulations in all states in which IBC FOC has offices preferred. 
• Excellent negotiation skills, written and verbal communications skills, interpersonal skills and relationship building, analytical skills, and highly organized paying attention to details
• Results focused with the ability to develop relationships in a matrixed workforce
• Effective in exercising good judgment, and articulating reasoned rationale for recommendations to business partners
• Excellent problem-solving capabilities and responsive to associate concerns and conflicting stakeholders needs
• Ability to recommend and/or apply appropriate action based on policy/procedure and/or business practice
• Ability to maintain neutrality and calm demeanor in tense / conflict-ridden situations
• Demonstrated computer skills including Microsoft products, and HR systems