Employee Relations Manager jobs in Nevada

SUMMARY:
Responsible for the overall operations of the Employee Relations Department functions and staff. Responsibilities include, but are not limited to, policy and contract interpretation; employee counseling and recommendations; problem solving and workplace dispute resolution. Managing the union grievance process to include arbitration preparation, union contract negotiations and unemployment cost control.

Acting as liaison on a range of labor relations matters including collective bargaining; interpretation and administration of collective bargaining agreements; participation in the negotiation process. Ensure compliance with all applicable employment and labor laws.

This position must also exhibit a high level of professional and personalized guest service that embodies the Company’s brand standard and core values (K.E.E.P. – Kindness, Engagement, Empathy and Positivity).

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Answer questions from Department Managers and Employee Relations Team on policy and contract interpretation and issuance of discipline; recommendation of Suspension Pending Investigation.
• Employee counseling over the telephone or by office visits including meeting with the employees and supervisors as necessary to facilitate resolution.
• Represent the company at Unemployment Hearings, as needed.
• Assign the Suspension Pending Investigation process to the person who will conduct the Due Process meeting. If conducting the Due Process meeting, schedule meeting and conduct; If not conducting, back-up to person who is. Prepare or review any summary packet when termination is recommended.

• Liaison between Company and all Unions. For Culinary Union, prepare weekly Union/Company grievance agenda. Obtain necessary information and attendance of Managers involved.
• Draft contract proposals or counter-proposals for collective bargaining or other labor negotiations.
• Liaison between company and outside agencies regarding EEOC, NERC and Department of Labor claims. Investigate, obtain and organize all information pertaining to claim. Represent company in hearings.
• Prepare monthly, quarterly and annual Suspension, Pending Investigation reports.
• Prepare monthly Employee Relations Claims report including all Arbitrations, EEOC/NERC and DOL charges.
• Oversee and supervise department employees; prepare and present performance evaluations.
• Liaison between employee and departments regarding ADA issues.
• Investigate all claims of Unlawful Harassment and Discrimination policy violations.

• Maintain regular attendance to ensure day to day responsibilities are being handled in a timely fashion.
• Perform other duties and responsibilities as requested.

SUPERVISORY RESPONSIBILITIES:
Supervision of the Employee Relations Coordinator and Employee Relations Specialist.

QUALIFICATIONS:

To perform this job successfully, an individual must be able to perform the duties and responsibilities satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

• Active listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
• Speaking — Talking to others to convey information effectively.
• Negotiation — Bringing others together and trying to reconcile differences.
• Reading Comprehension — Understanding written sentences and paragraphs in work related documents.
• Persuasion — Persuading others to change their minds or behavior.
• Oral Expression — Ability to communicate information and ideas in speaking so others will understand.
• Oral Comprehension — Ability to listen to and understand information and ideas presented through spoken words and sentences.
• Written Comprehension — Ability to read and understand information and ideas presented in writing.
• Problem Sensitivity — Ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
• Deductive Reasoning — Ability to apply general rules to specific problems to produce answers that make sense.

EDUCATION and/or EXPERIENCE:

• Minimum five (5) years’ experience in Labor Relations, Employee Relations and/or Human Resources.
• At least one (1) year supervisory experience.
• Preferred 2 to 3 years of experience with grievances and arbitrations as it relates to Unions and negotiations in the hospitality industry setting.
• Degree in Human Resources, Labor Relations or related field preferred.
• Knowledge of employment laws, unemployment, collective bargaining agreements, oral and written communications skills, speed writing, listening, reasoning/analyzing/resolving skills and labor relations.
• Minimum Age: 21 years

Las Vegas

NV

157390BR