Employee Relations Director oversees a company's employee relations programs, policies, and procedures. Designs and develops programs to promote employee satisfaction. Being an Employee Relations Director helps counsel employees on issues related to EEO, ADA, performance, and termination guidelines. Maintains good communication and a positive relationship with employees. Additionally, Employee Relations Director requires a bachelor's degree. Typically reports to top management. The Employee Relations Director typically manages through subordinate managers and professionals in larger groups of moderate complexity. Provides input to strategic decisions that affect the functional area of responsibility. May give input into developing the budget. Capable of resolving escalated issues arising from operations and requiring coordination with other departments. To be an Employee Relations Director typically requires 3+ years of managerial 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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