Labor Relations Manager jobs in Richmond, VA

Position Description

We are seeking a dynamic and experienced professional to join our Human Resources team as the Employee Relations & Engagement Manager. The successful candidate will play a key role in fostering a positive and inclusive workplace culture, managing employee relations, driving initiatives to enhance employee engagement, and contributing to various HR cycles and Employee Engagement Survey processes.

This role serves as a consultant to management on HR related issues and acts as an employee champion and change agent.  Communicate and leverage UNOS’ distinct Employee Value Proposition to counsel leaders on employee relations issues, performance management, performance improvement, career development and succession planning. Continually reviews workforce planning, engagement, and talent management best practices.  Assess and anticipate HR-related needs to deliver value in a fast-paced environment. 

Key Responsibilities:

Employee Relations and Engagement

• Provide coaching and support to managers as they translate UNOS Core Values into tangible actions in their departments and manage their employees. This includes support in providing coaching and development as well as feedback around discipline/performance management (as necessary).
• Provide guidance and input on business unit organizational restructuring, workforce planning and talent planning and engagement strategies.
• Maintain open door policy as highly visible employees' first point of contact for HR related issues.  Provide day to day HR guidance to employees and managers on a variety of employee relations matters including, but not limited to, policy interpretation, performance counseling, high performance, career development, succession planning, conflict resolution, retention, and internal investigations.
• Manage the Annual Employee Engagement Survey Process as well as the review of results, and action planning process. Proven ability to analyze current and emerging trends (best practices) and use various survey data to create meaningful engagement strategies.
• Conduct objective investigations. Maintain knowledge of employment law, company policies and ensure HR actions and reporting are compliant with all local, state, and federal laws. 
• May support the development of the Annual Affirmative Action Plan (AAP), working with the vendor to prepare the quantitative analysis (8 Factor Analysis, Adverse Impact Analysis etc) required for the plan. Facilitates the process to develop action plans around the AAP.
• Administer the corrective/disciplinary action process and make recommendations to management.  Review all recommendations for employee terminations prior to approval.
• Conduct exit interviews to determine reasons behind voluntary separations. 
• Evaluate the organization’s existing human resources practices with those of other employers and market trends to determine ways to improve work relationships, build morale, increase productivity and retention making recommendations to the Director for review and consideration.
• Assist in facilitating management and leadership training as needed.
• Maintain in-depth knowledge of legal requirements impacting human resources plans/programs ensuring compliance with all required government reporting, regulation changes, and required documentation. 
• In consultation with the Director, develop, communicate and implement approved new or revised human resources practices/policies, succession planning, performance management and career development processes.
• Assist Director in the planning and coordination of employee celebrations and events. 

Minimum Requirements

8 years of experience working in human resources with at least four years of experience in employee relations and engagement. 

Critical Skills

• Demonstrated track record taking initiative, handling multiple priorities and effective problem resolution.  Ability to influence without being in a position of power. 
• Thorough knowledge of laws affecting regulations/legislation that impact human resources programs.
• Demonstrated ability to initiate and improve processes and programs and successfully interact with all levels within the organization. 
• Demonstrated experience in preparing and delivering presentations that convey key concepts and outline recommendations to various levels of management.
• Ability to exercise sound judgment and confidentiality in handling confidential information and issues that arise while staying within defined policies and practices is required. 
• A working knowledge of PayCom HRIS system is highly desired.

Additional Skills & Qualifications

• Excellent problem-solving skills with the ability to ask the right questions to identify needs, help frame logical conclusions and arrive at effective solutions.  Recognized as an integrator and solution provider.
• Ability to follow strategic direction and develop the critical path on how to complete assignments/initiatives.
• Strong analytical, organizational, interpersonal, planning, and project/decision facilitation skills required to meet deliverables in a team-oriented culture. 
• Strong critical thinking and quantitative skills with demonstrated ability to manage multiple assignments/projects, timelines and to identify project interdependencies, resource needs, potential risks/pitfalls and mitigation plans.   Self-directed and motivated to identify and anticipate customer needs and work to proactively resolve problems.
• Must be customer centric with effective written and verbal communication skills.  Possess flexibility, solid teamwork capabilities, and effective consultation skills.
• Exceptional data management skills with proficiency in SharePoint, Word, Excel, and PowerPoint required. 

Education

4-year degree in Human Resources, Business or other related field of study, or 10 years of relevant human resources experience is required.  SPHR, PHR or CCP certification desired.

Physical Requirements

General office demands

About Us

UNOS Benefits

Authorization

Agency Statement

UNOS provide equal employment opportunity for all applicants and employees. It will not unlawfully discriminate or permit harassment against any employee or applicant on the basis of race, ethnicity, color, religion, national origin, gender, age, disability, familial or marital status, military or veteran status, sexual orientation, gender identity and expression, genetic information, or any other characteristics or classification protected under applicable law (“protected categories”). This policy applies not only to hiring, but also to working conditions, benefits and privileges of employment, training, appointments for advancement, transfers, layoffs, recalls, terminations of employment and all other terms and conditions of employment.

UNOS is also an affirmative action employer. It takes affirmative action to recruit and provide opportunities for advancement to qualified females and minorities, individuals with disabilities, special disabled veterans and other protected veterans. It hires and promotes based on job-related requirements and individual qualifications. Action is taken to ensure the fulfillment of this policy as to all phases of the employment process including hiring, placement, training, upgrading, transfers and/or demotions, recruiting, layoffs and termination of employment.

UNOS invites individuals with disabilities and protected veterans to identify themselves, if they wish to do so. Such communication will be kept as confidential as possible and will be used only in accordance with the law. Candidates may contact the EEO/AA Officer at human.resources@unos.org to self-identify or request an accommodation.

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