Employee Relations Manager

We are Drybar, a blow dry bar, and we set out to shake up the beauty industry. We believe in doing one thing and being the best at it. For us, that’s blowouts. In fact, our tagline says it best: No cuts. No color. Just blowouts. What started with one shop in Brentwood, CA in 2010, has grown to over 120+ locations across 30 markets. We are home to over 3,000 incredibly talented team members and are humbled by what they have collectively accomplished every day. We are actively seeking a Team Member Relations Manager to ensure our big, extended Drybar Family comes to a workplace they love every day.

The Team Member Relations Manager is directly responsible for the overall design, planning and implementation of team member relations programs, policies and procedures. Provides leadership for team member engagement initiatives promoting good communication and positive relationships to promote workplace satisfaction.

Responsibilities

At all times, must be a champion of Drybar’s core values – Drybar’s Heart & Soul.
Primary point-person for managing team member complaints, performance issues and conflict resolution. Guides supervisors and team members throughout the performance management and goal setting process. Identifies and analyzes issues with team member infractions and provides recommendations for resolutions. Must be timely, caring and responsive in responding to team members and supervisors. Conducts thorough and in-depth investigations as appropriate engaging other team members and VPHR as needed. Must effectively balance the needs of the team member and the Company to reach a positive outcome for all parties whenever possible.
Leads team member relations initiatives to improve team member engagement, productivity and overall job satisfaction.
Develops, implements and presents human resources and other leadership training initiatives in retail operations and in the Support Center.
Manages the Company’s Ethics Hotline. Responsible for managing investigations and reaching timely resolution for each case. May work in conjunction with supervisors, VPHR or other human resources team members to research and resolve inquiries and reports.
Ensures federal, state and local compliance related to employment and workplace expectations.
Provides reporting on a regular basis for relevant KPIs and trends in the workforce.
Conducts exit interviews and consolidates timely appropriate feedback to management.
Develops, implements and administers personnel policies and procedures in conjunction with the VPHR. Recommends new approaches, policies and procedures and updates to the Team Member Handbook to effect continual improvement and anticipate the needs of the organization as it continues to grow.
Participates in staff meetings and attends other meetings, such as department meetings, operations planning meetings and individual counseling/personal development meetings. Meetings may be conducted in person, via telephone or video conference.
Performs other incidental and related duties as required and assigned.
Upholds operations of the department at the highest level of security, confidentiality and compliance. Ensures safety of all company team members and client as the highest priority.
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the team member for this job. Duties, responsibilities and activities may change at any time with or without notice.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.

Qualifications

Bachelor’s degree and 8+ years of generalist experience in the human resources field; minimum of 5 years in an employee relations capacity.
PHR, SPHR, SPHR-CA certification or SHRM Senior Certified Professional (SHRM-SCP) certification highly desirable.
Experience in multi-unit/multi-state retail operations and consumer products organizations with a large workforce of over 1,000 team members preferred.
Experience working in Human Resources Information Systems and related human capital management systems such as timekeeping, absence management and performance management systems.
Must have solid competency level in Microsoft Office computer programs such as Word, Excel, PowerPoint.
Must have the highest level of integrity and operate with the utmost confidentiality. Must demonstrate good judgement when engaging with others, when making day-to-day decisions and when making recommendations to supervisors.
Gains trust with coworkers and is able to influence appropriate and positive outcomes.
Performs as a true leader and sponsors the development of leadership throughout the organization.
Able to make reasonable and sound decisions in a timely manner. Advises supervisor of issues, concerns and decisions needing to be made in an appropriate manner. Able to think strategically and make achievable short and long-term goals for area of responsibility.
Expert ability to clearly and concisely communicate both verbally and in writing with all levels in the organization. Must have an approachable style that welcomes open communications with all team members. Ability to listen and convey messages with empathy, care, concern and professionalism.
Ability to lead, motivate and support the human resources team activities schedule.
Proven experience in conflict resolution.
Drybar follows all applicable federal, state and local laws in regards to background checks.

Experience:

Employee Relations: 5 years (Preferred)
Human Resources: 8 years (Preferred)

Employee Relations Specialist

DialAmerica

DialAmerica is seeking an experienced full-time HR professional at our corporate office location in Mahwah, NJ. This role is responsible for all things Employee Relations, including, but not limited to, performance management, policy enforcement and complaint investigations. The ER Specialist partners primarily with the Sr. Vice President of HR and Compliance, internal General Counsel, as well as work directly with both employees and management to resolve employment issues. You will also be a part of a tight-knit HR team that jumps in and helps each other whenever needed.

Job Duties & Responsibilities:

Maintain and work with SVP of Human Resources to develop company policies and update in response to changing laws and developments

Conduct investigations through conclusion, which includes understanding the allegations, determining witnesses, interviewing employees, drafting comprehensive reports and maintaining a complete file.

Research policies, collect and analyze data and/or information in association with ongoing investigations.

Participate in investigation debrief, draft discipline letters and provide coaching as needed to managers

Foster communication between employee and management by providing a mechanism for expressing complaints without fear of reprisal and mediating situations where appropriate

Point of contact on employee relations information requests, including file requests from Legal, various data requests, reports and compliance monitoring requests

Manage escalated employee relations and workplace investigations. Provide policy information and conflict resolution options to employees and our managers

Perform and document investigations, seek internal legal counsel when applicable, make recommendations to management team

Assist contact center managers in performance warnings

Keep up to date with all the latest HR and employment trends and best practices

Experience:

allegations and disputes employee relations organization: 3 years (Required)
managing dispute resolution cases: 3 years (Required)
employee relations: 3 years (Required)
progressive hr: 3 years (Required)
human resources: 3 years (Required)

Education:

Bachelor’s (Required)

Employee Relations Specialist

United Medical Center

POSITION SUMMARY:

Reporting to the Human Resources Manager, this position is responsible for performing a full range of labor and employee relations activities including, but not limited to: administration of collective-bargaining agreements, grievance processing and management, internal investigations, performance management, providing support for collective-bargaining negotiations, advising management in labor/employee relations matters, and building and maintaining strong labor-management relationships with various labor organizations. This function also provides necessary administrative support including drafting official memoranda, letters and notices; scheduling; record keeping; grievance tracking; note taking; case file management; and all other duties as assigned.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Employee Relations:

Is the first point of contact for employees and managers for employee relations matters.
Assess UMC’s employee needs using a variety of data metrics including employee engagement tools, surveys, data metrics such as turnover, exit interviews etc.
Serves as an investigator for employee relations matters. Is the first point of contact for discrimination/harassment allegations.
Oversees the general coordination of discovery responses, including coordinating discovery responses for assigned business units.
Develops/delivers training as appropriate on employee relations issues, policies and administrative procedures.
Manages the performance management program.

Labor Relations:

Directly performs day-to-day labor relations activities, including contract administration, labor management meetings, and information requests.
Supports the Human Resources Director, Manager, and General Counsels Office during labor negotiations.
Acts as a liaison between department managers and union representatives, collecting benchmarking data.
Presides over Labor Management Meetings and may represent the human resources director as needed.
Reviews and makes recommendations addressing variances as it relate to the CBAs and Hospital Policy.
Provides interpretative guidance and serves as content expert regarding labor contracts, HR policies and procedures, employment laws, reductions in force, and regulatory requirements (e.g., Joint Commission standards).

Policy Development:

Coordinates the development of updates to the Human Resources Policies and Procedures, including collaborating with stakeholders and drafting new policy language compliance.
Recommends policy updates to HR leadership as it relates to city, state and federal employment-based laws and regulations in a hospital setting.
Updates policy and procedural documents for internal distribution.

Training & Onboarding:

Develops and implements the management training program focused on employees relations, labor management and the collective bargaining agreements, performance management, feedback, etc. and are aligned with benchmarked leading practices. Implements in ways that fosters understanding and provides clarity to those affected, are efficient to administer and track, and result in appropriate outcomes
Creates and implements new manager onboarding program addressing employee/labor relations, performance management, human resources policies and processes.

JOB REQUIREMENTS:

Experience:

Five years of progressively more responsible work experience in human resources.
Strong project management and critical thinking skills, including proven problem solving and planning skills.
Experience and interest in process improvement techniques and benchmarking. Ability to identify and analyze trends from a variety of data sources.
Excellent verbal and written communication skills that are adaptive to educationally and organizationally diverse audiences.
Ability to work collaboratively with diverse staff and a wide range of management levels and departments.
Ability to build and maintain positive relationships internally and externally. Â
Extensive knowledge of information technology, including software technology, used in the HR function (e.g., Microsoft PowerPoint, Excel, Word)
Knowledge of pertinent federal, state and local regulations, filing and compliance requirements, both adopted and pending, affecting employees
Physical requirements include sitting, standing, talking in front of large groups, hearing seeing and finger dexterity.
Must be able to sit, stand, write, type (finger dexterity), speak, hear, see, compare, edit, evaluate, interpret and organize for extended periods of time.
Must possess excellent analytic, interpersonal and communication skills.

Education: BA/BS required, or 10 yearsâ€™ equivalent experience. Masters degree or JD preferred.

Certifications: SPHR, PHR or equivalent (preferred)

Senior Representative, Employee Relations

Universal Orlando

JOB SUMMARY: Responsible for human resources activities related to reporting, communication, analysis placement and training in field HR representation.

MAJOR RESPONSIBILITIES:

Consults with managers and supervisors regarding employee discipline and performance issues. Approves terminations and other forms of discipline. Insures that corrective employee coaching and counseling are handled in a fair and consistent manner.
Provides support to team members by interacting and communicating with guests and employees in the parks, visiting break rooms and Lead offices in order to promote positive relations and seek out potential issues.
Reviews and approves Performance Reviews, Employee Counseling, Performance plans. Ensures that any written communication directed to employees is not only legal, but also in line with Universal Orlando’s values and follows the progressive discipline policy.
Monitors special project initiatives and follows-up as needed. This includes, but not limited to: Wardrobe Home Care program, Open Door Plus employee Appeals, attending Town Hall and ESAT meetings, HR Roundtable presentations, Peer Review preparation, Position Management reviews, and work authorization expiration notifications, No Pay Report follow-up, Average Hours report, job descriptions, promotion announcements, and Staffing assistance for job fairs, Red Shirt Bussing programs, and XTRAS initiatives.
Attends a variety of special project, operational and HR staff meetings.
Provides advice and consultation for front-line hourly employees regarding benefits, payroll questions, policy interpretations, and EAP issues. Provides direction for internal transfer and career path direction including on-boarding plans, Intern programs, seasonal supervisor offers, and related follow-up paperwork.
Understand and actively participate in Environmental, Health & Safety responsibilities by following established UO policy, procedures, training and team member involvement activities.
Performs other duties as assigned.

EDUCATION: Bachelor’s degree from a four-year college or university in Business, Human Resources, Communication, or Psychology required.

EXPERIENCE: 5-7 years’ experience working in a large-scale fast paced HR environment required; or equivalent combination of education and experience.

Your talent, skills and experience will be rewarded with a competitive compensation package.