Director of Teammate Relations (Charlotte, NC)

| Charlotte, NC
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Regular or Temporary:
Regular

Language Fluency: English (Required)

Work Shift:
1st shift (United States of America)

Please review the following job description:

The Director of Teammate Relations role is responsible for providing advanced strategic thought leadership, infrastructural design and continuous enablement of the Enterprise Employee Relations function aligned to support critical Regulatory, Legal and Board requirements related to workforce conduct, employee complaints, discipline and performance within a highly regulated financial services industry.

Ensures alignment with key enterprise control functions designed to manage industry risk related to Consumer Sales Practices, Cyber Security Threats, Workplace Safety & Security, Unfair, Deceptive, or Abusive Acts or Practices (UDAAP), and Legal risks related to Employment Anti-Discrimination Practices and other state and local employment related regulations.

Manages a team of Managers of HR Professionals who delivery effective operational execution of the Enterprise Employee Relations delivery model for 56,000+ employees and contingent workers to include interface between Tier 0, Tier 1, Tier 2 and Employee Relations interrelated disciplines and enabling technological platforms.

Essential Duties and Responsibilities

Following is a summary of the essential functions for this job. Other duties may be performed, both major and minor, which are not mentioned below. Specific activities may change from time to time.

1. Build and maintain an effective Enterprise Employee Relations program designed to manage complex employment-related risk from regulatory, compliance and technology perspectives allowing for solid business insights and consulting.

2. Serve as a member of the Truist Shared Services Leadership Team.

3. Manage Managers who lead teams of HR Professionals responsible for remediation of Employee Relations risk through proactive support for mangers, advocacy on behalf of teammates, and strategic coordination with other functions including Legal, Risk, Security, Audit and relevant HR partners.

4. Provide guidance to the Employee Relations team to ensure effective processes, procedures and practices are adhered to while balancing volume and teammate advocacy considerations across the enterprise.

5. Deliver meaningful and accurate Employee Relations Board Reporting and Regulatory data to include Ethics & Conduct issues, Employee Complaints, Employee Discipline and Performance.

6. Deliver world-class Employee Relations services to the enterprise in the areas of teammate and labor relations, performance management, teammate conduct and discipline, teammate disputes and investigations, teammate complaint handling.

7. Focus on long-term infrastructure, strategies and operational planning.

8. Develop departmental plans, including business, financial, production and organizational priorities.

9. Maintain multiple complex Salesforce-based case management system integrations allowing for robust analysis and executive-level reporting of Employee Relations metrics and analytics.

10. Monitor trends and maintain corporate focus on legal and regulatory compliance in employee relations matters and develop preventive measures to reduce risks. This includes ensuring compliance with all employment-related laws and regulations as required by the Office of Federal Contract Compliance Programs, the Equal Employment Opportunity Commission, federal and state Departments of Labor, Occupational Safety and Health Administration (OSHA), the Immigration and Naturalization Service, Office of Homeland Security and multiple other sub-agencies.

11. Maintain a close partnership with the Legal Department in managing all related requirements and enterprise risks.

12. Provide thought leadership and process design guidance relative to enterprise initiatives including Consumer Sales Practices, Ethics issues, employee complaints, employee appeals, UDAAP controls, Cyber-Security Threats, Workplace Safety and Security, and organizational restructuring, divestitures, mergers and acquisitions.

13. Provides guidance on the development of employment-related programs and policies with the potential to impact large segments of the teammate population subject to FRB, CFPB, FINRA, OFCCP, DOL, and DOJ. Acts as a representative of the corporation in employee-related litigation serving as a 30b6 witness.

14. Serves as liaison with third parties to include EEOC, FEPA, NAACP, etc. and regulators to include FRB, CFPB, FINRA and others.

15. Designs Enterprise Performance Program philosophy and overall architecture partnering with Teammate Relations, Human Resource Business Partners, Compensation, Corporate Strategy and Finance, Risk, Ethics and Talent to ensure alignment of strategy across the enterprise.

16. Manages the Enterprise Performance Program governance framework for required activities to include minimum documentation standards, pay for performance correlation, goal setting, mid-year check-ins, annual performance evaluations and calibration for all business units and functions. Requires significant use of performance and talent data and insights to drive identification and prioritization of opportunities for improved individual, team and organization performance.

Qualifications

Required Qualifications:

The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Bachelor's degree and 10 years of professional experience within Human Resources, Finance, Engineering, Computer Science, Math or other related disciplines.

2. Demonstrated proficiency developing human capital strategies to achieve operational and financial results.

3. Extensive experience in operational effectiveness and the tie to business, organizational strategies and management objectives.

4. Ability to lead large highly complex projects of notable risk exposure.

5. Ability to influence others at senior levels to adopt a new perspective.

6. Knowledge of the industry's competitive landscape and an understanding of the market and regulatory factors that shape the industry.

7. Experience managing managers leading a team of professional-level contributors and first level managers.

Preferred Qualifications:

1. Master's degree and 15 years of related experience within Human Resources, Finance, Engineering, Economics, Business, Math, Computer Science, MIS, Operational Research, Industrial / Organizational Psychology, Organization Development SHRM Certification

2. Experience working in the financial services industry; formal project management training or certification (PMI).

3. Analytics management and project implementation experience

Truist supports a diverse workforce and is an Equal Opportunity Employer who does not discriminate against individuals on the basis of race, gender, color, religion, national origin, age, sexual orientation, gender identity, disability, veteran status or other classification protected by law. Drug Free Workplace.

EEO is the Law Pay Transparency Nondiscrimination Provision E-Verify
More Information on Truist
Truist operates in the Fintech industry. The company is located in Charlotte, NC. Truist was founded in 2019. It has 12339 total employees. It offers perks and benefits such as Flexible Spending Account (FSA), Disability Insurance, Dental Benefits, Vision Benefits, Health Insurance Benefits and Life Insurance. To see all 532 open jobs at Truist, click here.
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