Planet Pharma
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https://www.propharmagroup.com
https://www.propharmagroup.com
true
Human Resources Manager
Posted: 01/22/2024
2024-01-22
2024-03-16
Employment Type:
Contract
Job Category: Human Resources
Job Number: 595186
Is job remote?: No
Country: United States
Job Description
Target PR Range: 48-50/hr
*Depending on experience
Reporting to the Regional Employee Relations Lead, as the Employee Relations Manager you will manage moderately complex ER cases to resolve independently and in collaboration with peers, ER management, respective HR Business partners, legal counsel, and other stakeholders. Moderately complex ER cases may include factors such as a high number of staff involved, higher risk to the organization, staff involved that are high in the hierarchy, inclusion of external investigative agencies or regulators. ER Generalists are able to identify the risk factors in ER cases and follow the direction of their manager or more experienced associated staff for the strategy and resolution of the case. This is a hybrid role, which requires onsite work.
Job Description
• The Opportunity:
Reporting to the Regional Employee Relations Lead, as the Employee Relations Manager you will manage moderately complex ER cases to resolve independently and in collaboration with peers, ER management, respective HR Business partners, legal counsel, and other stakeholders. Moderately complex ER cases may include factors such as a high number of staff involved, higher risk to the organization, staff involved that are high in the hierarchy, inclusion of external investigative agencies or regulators. ER Generalists are able to identify the risk factors in ER cases and follow the direction of their manager or more experienced associated staff for the strategy and resolution of the case. This is a hybrid role, which requires onsite work. #LI-hybrid
The Role:
EMPLOYEE/INDUSTRIAL RELATIONS
• Conducts confidential investigations into serious misconduct, such as harassment, discrimination, or other breeches of company policy. Gathers information, interviews relevant individuals, analyzes data, and prepares legally sound documentation to support all disciplinary and/or termination actions. Recommends a course of action based on the facts,Values and then coach management through the implementation of each action. Minimizes risk and exposure for by maintaining fair, legally sound, fully documented, and unbiased approach when conducting investigations and implementing actions
• Receive and investigate Compliance Hotline/Speak Up cases through resolution and complete all process documentation in the appropriate system
• Facilitate terminations including termination letters, termination meetings, and related documentation
• Evaluate and analyze situations or data that requires knowledge of company process and policies
• Provide feedback and guidance to business management regarding employee relations best practices and ensure fair treatment of employees while mitigating risk
• Influence and gain buy-in from managers in sensitive situations, while building the relationship
• Participate in program development and facilitate training on ER services with the Learning department, i.e., accommodations, policy violations
• Partner with internal and external employment law counsel as appropriate, including appropriately identify and coordinate cases as necessary, modifying case responses and/or ensuring stakeholders are advised of recommendations to achieve business objectives while minimizing risk
• Works collaboratively to ensure consistent application and interpretation of company policies and contracts
• In Unionized / Works Council environments, facilitates resolution of labor grievances, disputes, employee issues and concerns. Conducts investigations and coordinates arbitrations as appropriate. Interprets union-management collective bargaining agreements and represents management in the settlement of grievances under established grievance procedures. Work may be directed by an Industrial Relations or Works Council Manager at certain locations
• Interacts with employees, the designated union representatives and/or Works Council to build positive rapport and foster a collegial and collaborative working environment
MEDICAL ACCOMMODATIONS
• Manage medical accommodation process in conjunction with other and external stakeholders
• Facilitate interactive discussions with relevant HR Business Partners and medical experts
• Advocate for the employee and work toward balancing our Values to find solutions
• Document and record determination of approved or denied medical accommodation in appropriate system
CORRECTIVE ACTION
• Educate business leaders on corrective action and potentially annual review processes including SMART objectives. Emphasize to leaders the importance of early intervention and provide coaching and feedback
• Advise management on appropriate resolution of employee behavior and performance issues. Supports managers in the development and review of corrective action, including performance improvement plans
• Consults with managers on driving a culture of high performance and engagement
• Document and record employee actions in appropriate system
SPECIAL PROJECTS/ADMINISTRATION
• Completes special HR/ER related projects by clarifying project objective, setting timetables and schedules, conducting research, developing and organizing information and delivering on time against project objectives
• Performs other duties as assigned or as may be necessary
• Record and correctly maintain all case management requirements in systems for reporting and compliance
Your skills and abilities:
• Bachelor’s Degree in Human Resource management, organizational psychology, business or related field is required
• SHRM certification preferred
• Minimum of 3 - 5 years’ experience as an HR Generalist or Employee Relations Manager (or equivalent relevant experience working in a dynamic global organization)
• Demonstrated experience managing investigations and employee relations
• Good knowledge of HR processes gained in a dynamic organization
• Experience in a global company in a matrixed reporting environment is preferred
• Experience supporting multiple locations strongly preferred
• Bilingual/multi-lingual skills would be a plus
• Strong knowledge of employment related laws at the county/regional level. Maintains knowledge of legal requirements and government reporting regulations impacting HR functions and ensure application of policies and procedures are in compliance
• Ability to utilize case management software and HRIS systems
• Ability to manage complex employee relations cases and investigations
• High customer focus
• Results-oriented and sense of urgency
• Ability to handle confidential information with discretion
• Ability to build strong relationships and positively influence others
• Strong communication skills: written and verbal
• Labor experience strongly preferred in unionized locations
• Conflict resolution
Working Conditions:
• Ability to make decisions which have significant impact on the department’s creditability, operations and services
• 10% overnight travel may be required
• Fast paced environment with frequent interruptions
*Depending on experience
Reporting to the Regional Employee Relations Lead, as the Employee Relations Manager you will manage moderately complex ER cases to resolve independently and in collaboration with peers, ER management, respective HR Business partners, legal counsel, and other stakeholders. Moderately complex ER cases may include factors such as a high number of staff involved, higher risk to the organization, staff involved that are high in the hierarchy, inclusion of external investigative agencies or regulators. ER Generalists are able to identify the risk factors in ER cases and follow the direction of their manager or more experienced associated staff for the strategy and resolution of the case. This is a hybrid role, which requires onsite work.
Job Description
• The Opportunity:
Reporting to the Regional Employee Relations Lead, as the Employee Relations Manager you will manage moderately complex ER cases to resolve independently and in collaboration with peers, ER management, respective HR Business partners, legal counsel, and other stakeholders. Moderately complex ER cases may include factors such as a high number of staff involved, higher risk to the organization, staff involved that are high in the hierarchy, inclusion of external investigative agencies or regulators. ER Generalists are able to identify the risk factors in ER cases and follow the direction of their manager or more experienced associated staff for the strategy and resolution of the case. This is a hybrid role, which requires onsite work. #LI-hybrid
The Role:
EMPLOYEE/INDUSTRIAL RELATIONS
• Conducts confidential investigations into serious misconduct, such as harassment, discrimination, or other breeches of company policy. Gathers information, interviews relevant individuals, analyzes data, and prepares legally sound documentation to support all disciplinary and/or termination actions. Recommends a course of action based on the facts,Values and then coach management through the implementation of each action. Minimizes risk and exposure for by maintaining fair, legally sound, fully documented, and unbiased approach when conducting investigations and implementing actions
• Receive and investigate Compliance Hotline/Speak Up cases through resolution and complete all process documentation in the appropriate system
• Facilitate terminations including termination letters, termination meetings, and related documentation
• Evaluate and analyze situations or data that requires knowledge of company process and policies
• Provide feedback and guidance to business management regarding employee relations best practices and ensure fair treatment of employees while mitigating risk
• Influence and gain buy-in from managers in sensitive situations, while building the relationship
• Participate in program development and facilitate training on ER services with the Learning department, i.e., accommodations, policy violations
• Partner with internal and external employment law counsel as appropriate, including appropriately identify and coordinate cases as necessary, modifying case responses and/or ensuring stakeholders are advised of recommendations to achieve business objectives while minimizing risk
• Works collaboratively to ensure consistent application and interpretation of company policies and contracts
• In Unionized / Works Council environments, facilitates resolution of labor grievances, disputes, employee issues and concerns. Conducts investigations and coordinates arbitrations as appropriate. Interprets union-management collective bargaining agreements and represents management in the settlement of grievances under established grievance procedures. Work may be directed by an Industrial Relations or Works Council Manager at certain locations
• Interacts with employees, the designated union representatives and/or Works Council to build positive rapport and foster a collegial and collaborative working environment
MEDICAL ACCOMMODATIONS
• Manage medical accommodation process in conjunction with other and external stakeholders
• Facilitate interactive discussions with relevant HR Business Partners and medical experts
• Advocate for the employee and work toward balancing our Values to find solutions
• Document and record determination of approved or denied medical accommodation in appropriate system
CORRECTIVE ACTION
• Educate business leaders on corrective action and potentially annual review processes including SMART objectives. Emphasize to leaders the importance of early intervention and provide coaching and feedback
• Advise management on appropriate resolution of employee behavior and performance issues. Supports managers in the development and review of corrective action, including performance improvement plans
• Consults with managers on driving a culture of high performance and engagement
• Document and record employee actions in appropriate system
SPECIAL PROJECTS/ADMINISTRATION
• Completes special HR/ER related projects by clarifying project objective, setting timetables and schedules, conducting research, developing and organizing information and delivering on time against project objectives
• Performs other duties as assigned or as may be necessary
• Record and correctly maintain all case management requirements in systems for reporting and compliance
Your skills and abilities:
• Bachelor’s Degree in Human Resource management, organizational psychology, business or related field is required
• SHRM certification preferred
• Minimum of 3 - 5 years’ experience as an HR Generalist or Employee Relations Manager (or equivalent relevant experience working in a dynamic global organization)
• Demonstrated experience managing investigations and employee relations
• Good knowledge of HR processes gained in a dynamic organization
• Experience in a global company in a matrixed reporting environment is preferred
• Experience supporting multiple locations strongly preferred
• Bilingual/multi-lingual skills would be a plus
• Strong knowledge of employment related laws at the county/regional level. Maintains knowledge of legal requirements and government reporting regulations impacting HR functions and ensure application of policies and procedures are in compliance
• Ability to utilize case management software and HRIS systems
• Ability to manage complex employee relations cases and investigations
• High customer focus
• Results-oriented and sense of urgency
• Ability to handle confidential information with discretion
• Ability to build strong relationships and positively influence others
• Strong communication skills: written and verbal
• Labor experience strongly preferred in unionized locations
• Conflict resolution
Working Conditions:
• Ability to make decisions which have significant impact on the department’s creditability, operations and services
• 10% overnight travel may be required
• Fast paced environment with frequent interruptions
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