Employee Development Specialist implements and supports programs aligned with leadership development strategy and strategic business imperatives to develop management capabilities throughout the workforce. Maintains frameworks that represent skills and leadership capabilities that are critical to long-term and short-term objectives. Being a Employee Development Specialist supports training, coaching, professional development, and experiential assignments that make up the leadership development strategy. Fosters a culture of informal knowledge exchange, coaching, and training throughout the organization to engage and develop the workforce. Additionally, Employee Development Specialist promotes training and development programs and career pathing initiatives. Prepares analysis and reporting of leadership development efforts and results. May participate in periodic succession planning exercises and talent assessments to ensure critical roles are defined. Helps to create slates of individuals identified for leadership development activities. Requires a bachelor's degree. Typically reports to a manager. The Employee Development Specialist occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. To be a Employee Development Specialist typically requires 2-4 years of related experience. (Copyright 2024 Salary.com)
JOB SUMMARY
Under general supervision from the Director of Human Resources/County Personnel Department, facilitates or can assists the Employee Relations Manager with the collective bargaining process, labor-management meetings, and employee disciplinary process, investigates and responds to employment-related complaints and assisting with all investigations in response to all allegations an any concerns from the Synetrio Reporting system. Manages employment recruitment and selection process; serve as the department’s key resource in one or more HR program areas; prepares and reviews a variety of personnel forms, documents, records and reports. Assists other Personnel Officers as assigned.
ESSENTIAL FUNCTIONS
Assist with collective bargaining &labor relations process:
Assist the Employee Relations Manager with investigating grievances and communicate results of grievance hearings to parties involved.
Assist the Employee Relations Manager with scheduling and facilitating labor-management meetings designed to proactively address problem areas or issues of joint concern.
Provide interpretation of collective bargaining agreement articles/language to department heads/supervisors.
Tracks union release time.
May investigate and prepare responses to civil rights charges and harassment complaints as assigned.
Employee Disciplinary Process:
Employee Complaint Investigation Process:
Human Resource Tasks:
MINIMUM QUALIFICATIONS
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of: Ohio Revised Code, Employment Laws, County Policies, Collective Bargaining Agreements, Employee Handbooks/Work rules, HRIS systems and databases.
Skilled in: Effective and excellent communication, active listening, negotiation and presentation skills. Time management and organizational skills.
Ability to: Identify problems and solve problems. Comprehend complex language.
UNUSUSAL WORKING CONDITIONS
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