Employee Relations Director jobs in Springfield, MO

POSITION OVERVIEW:

Responsible for providing professional level Human Resources support and guidance with an emphasis on employee relations to employees and management within a specific geographical area

ESSENTIAL JOB DUTIES/RESPONSIBILITIES:

• Provide front line support and guidance to managers in the area of employee relations, ensuring decisions are made with consideration to fairness and precedent
• Perform routine and complex investigations involving employees, supervisors and management in the areas of harassment, discrimination and other employee relations issues
• Propose recommendations and disposition for investigations and ensure timely follow-up with impacted employees
• Provide assistance in the form of advice and counsel to staff and management in the interpretation and application of policies and procedures, ensure compliance with company policies and procedures and  applicable local, state and federal laws and regulations
• Provide information to management regarding employment practices throughout the organization
• Provide advice and counsel to managers on how to appropriately handle  employee complaints
• Respond to information requests, participate in company litigation at request of the Legal Department, prepare case histories and organize documentation
• Partner with and build strong relationships with key partners at all levels across the organization
• May counsel employees for career path, coordinate employee transfers and conduct exit interviews
• Collect and analyze data, prepare reports and investigative summaries for review by HR management
• Assist in gathering information responsive to Alert Line calls
• Comply with all applicable laws/regulations, as well as company policies/procedures
• Perform other duties as required

Disclaimer:  This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job.

QUALIFICATIONS:

• Bachelor’s degree or equivalent work experience
• Five (5) years’ experience with demonstrated proficiency in Human Resources related responsibilities  (3 years FedEx Freight Operations Leadership equals 1 year qualifying experience in HR/Employee Relations)
• Thorough understanding of employment and wage and hour laws
• Proven ability in problem-solving, analysis and independent judgment
• Excellent communication and interpersonal skills
• Excellent coaching, mentoring and facilitating skills
• Must be multi-tasked oriented and possess strong organizational skills
• Ability to handle and maintain  confidential information
• Ability to work independently and function effectively in situations that may be potentially adversarial
• Ability to interact with and support employees and leadership across all organizational levels
• General familiarity with compensation and benefits preferred
• Computer literacy with the ability to use Microsoft Office Software, including but not limited to Work, Excel, Outlook and the internet
• Strong time management and organizational skills with an attention to detail

WORKING CONDITIONS:

• Extensive travel required
• Hours may vary due to operational need

FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.

If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at ADAAssistance@freight.fedex.com.

FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.