Overview

The Employee Relations Manager is a strategic, consultative partner and trusted advisor, who creates value by understanding the business, implementing world-class people strategies and solutions that deliver on objectives, including shared responsibility for goal achievement. This role supports the business with tailored strategies that foster a culture of inclusion and belonging, while focusing on employee relations, team member engagement, retention, organizational structure, change management, workforce planning, and succession planning. The Employee Relations Manager will lead a team, with the objective of furthering the HR service delivery model within the business area, relationship management, and consulting on best-practice retention strategies.

While not a must, ideal candidates for this position may come have from backgrounds of practicing law, from financial services, human capital, or other related fields in which direct work has previously been performed.

At Novant Health, one of our core values is diversity and inclusion. By engaging the strengths and talents of each team member, we ensure a strong organization capable of providing remarkable healthcare to our patients, families and communities. Therefore, we invite applicants from all group dynamics to apply to our exciting career opportunities.

Qualifications

EDUCATION & LICENSURE/CERTIFICATION:

• Bachelor's Degree in Human Resource Management, Business Administration or related field required.
• PHR, SPHR, CHCR, SHRM-CP, SHRBP or SHRM-SCP certifications preferred, but not required.
• Bilingual in Spanish / English preferred, but not required.

EXPERIENCE:

• Minimum of seven (7) years of Human Resources-related experience; with at least five (5) years of progressive management experience.
• Training in labor/employee relations with subject matter knowledge/strong background in workplace investigations that enables the individual to work successfully on a broad spectrum of employee relations issues and projects.
• Ability to think critically in a fast-paced environment, with analytical, and creative problem-solving skills.
• Proficient with HR technology, data, systems, and reports used to analyze and enhance quality, improve productivity and communication, including virtual meetings and Microsoft Office 365 (PowerPoint, Excel, and Teams).
• Demonstrated knowledge of current local, federal, and state regulatory and governing standards.
• Demonstrated ability to communicate effectively, appropriately, and inclusively with key stakeholders at all levels, to include exceptional oral and written communication skills, considering the audience and nature of the information (technical, sensitive, confidential), and ability to draft clear, concise communications and documents.

Responsibilities

• Fosters and leads with inclusion and belonging to exemplify the strategic, consultative People & Culture (P&C) model.
• Partners and works closely with all areas of People & Culture (P&C) to facilitate effective Human Resources relationships, works on assigned organization-wide initiatives to assess talent implications, recommends equitable improvements to policies and procedures to serve the best interests of team members and the organization, ensures HR policies and procedures are applied throughout the organization, as well as diagnoses problems, develops programs/interventions, and delivers HR solutions that are instrumental in addressing business issues.
• Meets with newly hired or promoted leaders to share the role of the HR Business Partner, assists leaders in understanding the recruitment lifecycle from position creation to on-boarding, facilitates strategic discussions with customer and Talent Acquisition around staffing gaps and challenges in filling positions, and participates in meetings as an extension of the department's leadership team with the purpose of focusing on contributing to the growth and competitiveness of the business.
• Maintains working knowledge of current regulatory and accreditation requirements and how they apply to healthcare, understands, and conveys the impact of change on people, processes, procedures, leadership, and organizational culture to make sound, well-informed, and objective decisions to accomplish organizational goals.
• Provides tools, strategies, and guidance to leaders in areas of team member performance management with appropriate guidance on handling issues, organizing, and assimilating data to provide proactive solutions, providing rationale for recommendations, so that leaders can make informed decisions going forward, as well as to improve/maintain engagement, and increase satisfaction and retention.
• Plans, organizes, monitors, and controls all aspects of a project to achieve objectives safely and within the agreed upon time, cost, and performance criteria, with particular focus on speed to market.
• Understands the business and business strategy for assigned lines of business or areas, speaking to the data and metrics related to assigned lines of business and understands related financials.
• Acts as trusted advisor and partner to leaders as assigned on team member issues, consults and coaches clients on performance management, talent development, engagement and teamwork.
• Advises leaders in assessing team member engagement and retention, developing action plans to increase positive outcomes, helps identify barriers and gaps, and problem-solves to achieve leaders' goals for increased team member engagement.
• Maintains change readiness, resilience, and flexibility to meet evolving business needs, including successfully navigating volatile, uncertain, complex, and ambiguous scenarios.
• Researches and establishes productive customer relationships to foster a mutual understanding of business goals, strengths, and opportunities; provides timely follow-up on issues/concerns.
• Assists with organizational restructure and workforce planning to identify the skills and capabilities needed to execute organizational strategy and achieve success in a set period of time (knowledge, skills and experience required to complete the job, and what size and type of workforce is required to provide that mix of skills, knowledge and experience).