JOB SUMMARY: The purpose of the Corp Dir, Employee Relations position is to direct and consult on the employee relations function for the Emory Healthcare system thereby enhancing appropriate work relationships between managers, subordinates and one another while ensuring fairness for all employees. The position will plan, execute, and evaluate complex activities of EHC within the scope and responsibility of the position. The incumbent is an internal consultant for managers and executives of EHC and serves as a counselor and advocate for employees. Will provide senior executives with periodic comprehensive analysis of data for decision-making. Work is highly specialized, complex and sensitive. Responsible for making recommendations in the areas of employee and labor relations, disciplinary actions, complaints, staff performance appraisal and similar supervisory duties. Plans, assigns, and evaluates the work of peers and subordinates for effective operation and results of the unit. External contacts include judges, attorneys, HR and EEO Officials, physicians, and other officials and employees of public, private and governmental agencies.
KEY RESPONSIBILITIES: Provides expert advice, leadership, and advice/counsel to executive and line administrators, other supervisors/managers and staff of all levels on employee relations. Consults on and administers employee relations areas to include (but is not limited to) disciplinary actions (terminations, suspensions, reprimands, warnings, verbal counseling, performance improvement plans), reorganizations, reductions in force, unemployment compensation, workers compensation, employee assistance program, background investigation; Reviews alternative work schedules. Coordinates with the Office of the General Counsel on disciplinary cases at various stages up to and including termination. Mediates between managers/supervisors and employees on complaints and on EEO and other related employment concerns. Negotiates resolution of complaints with complainants and management officials incorporating fair and just culture principles. Establishes relationships with external EEO oversight agencies such as the Equal Employment Opportunity Commission (EEOC) and the D.C. Office of Human Rights (OHR). Implements programs to achieve compliance. Recommends affirmative action and special emphasis programs as necessary to address levels of under representation and/or institutional and program needs; Enhances on vision, mission, goals and objectives for a comprehensive EEO program and conduct evaluations to establish program viability and successes. Coordinates system diversity and inclusion initiatives, and where possible participate in existing EHC initiatives such as HEI and CTAG. Implements, manages and directs EHCs EEO complaint process, inclusive of comprehensive investigations and hearings. Conducts EEO investigations and/or supervises investigations, prepares and/or reviews investigation reports for approval of the Office of the General Counsel and subsequent review by the appropriate decisional authority for final action. Oversees and administers the entire involuntary separation process of employees, including advising/counseling on the issues, the pre-termination review, and implementation of the final stages of separation from preparation of documents, securing final pay, participating in separation meetings, and ensuring termination of access. Makes recommendations regarding corrective and adverse actions and/or review manager requests to ensure compliance with policies and procedures. Writes and/or oversee the development of appropriate and effective disciplinary correspondence and reports.
Coordinates and provides assistance to the Office of the General Counsel on employee relations and EEO related matters. Responds to legal inquiries, such as extensive requests for documents, interrogatories and participates in depositions and court hearings; participate as appropriate in governmental hearings or investigations. Gather salient information and assist in the preparation of legal cases and conducts associated investigations as required. Participates on the EHC threat assessment team, ensures programming to enhance workplace safety. Manages workplace visas and immigration requirements and ensures all reporting standards are met.
Coordinates with HR Leave Office on FMLA, leave management policy interpretation and implementation and return to work opportunities for employees on leave of absence. Serves as a member of the Human Resources Team and provides input and advice on all related HR areas; routinely brief the Chief Human Resources Officer on high profile employee relations and/or staffing cases.
Maintains the official EHC records on all EEO related complaints and accommodations. Handles, mediates, and/or investigates employee concerns, issues and disputes. Prepares investigation reports for review and final decision by the Chief Human Resources Officer. Conducts employee meetings, handle conflict negotiation/resolution and make recommendations to the appropriate senior managers for disposition. Researches, develops, revises and or writes policies that impact the HR arena. Interprets policy language and provides information to supervisory personnel and employees to ensure that policies are effectively administered and followed. Utilizes EHC policy documentation system. Develops and delivers comprehensive training programs to improve employee relations principles and practices for supervisors and managers. Evaluates programs to measure the success of the Employee Relations and prepares periodic trend reports with actionable data; ensures the maintenance of logs and reports on employee relations matters. Make referrals to the Employee Assistance Program (EAP) and determine utilization and effectiveness. Handles complex special assignments as directed by the Chief Human Resources Officer.
CORE COMPETENCIES: Knowledge of the principles, practices and methods associated with the full range of Human Resources functions with an emphasis on Employee Relations and fair employment standards and regulations (i.e. Title VII, FLSA, ADA, FMLA, ERISA, OSHA, HIPAA, ADEA, EPA, etc.). Knowledge of the Federal and District laws, principles and practices of Human Resource functions, specifically Employee Relations and other administrative operations. Knowledge of trends in Employee Relations and supervisory training. Skill in developing, planning, directing and evaluating Employee Relations' programs. Ability to administer or oversee the development of appropriate and effective disciplinary correspondence and reports. Competence in both oral and written English to communicate in a clear and concise manner.
MINIMUM QUALIFICATIONS: Juris Doctorate (J.D.) degree required. Ten (10) years of significant Employee Relations experience of professional human resources experience in activities related to the purpose of this position or any equivalent combination of ten (10) years education and experience. Excellent communication skills in order persuade and negotiate with others on important matters.