Employee Relations Manager

Metro Water Recovery, Denver, CO Metro Water Recovery in Denver, CO - a nationally recognized leader among clean water utilities, provides wastewater conveyance and treatment services for more than 2 million people in the Denver Metro area. At Metro, we help you be your best so we can do our best. You will join a team that offers stability, flexibility, and the opportunity to make a difference. We take pride in being part of an industry-leading team who serves the community by protecting the region’s health and environment. As our organization continues to grow, we're excited to introduce a brand-new Employee Relations Manager position to our Human Resources Department. This newly created role reflects our commitment to investing in our employees, strengthening leadership, and fostering a positive, engaged workplace culture. You’ll join a collaborative HR team of 14 professionals supporting an organization of more than 500 employees. Reporting to the Chief Human Resources Officer, you’ll have the unique opportunity to help define and elevate our employee relations function by partnering with leaders across the organization to enhance performance management, leadership development, workplace investigations, employee engagement, and organizational culture. This is an outstanding opportunity for an experienced HR professional who enjoys building programs, influencing organizational culture, and serving as a trusted advisor to leaders and employees alike. General Statement Manages employee relation activities including employee performance, formal complaints, supervisor coaching and training, and performance management. Responsible for the development of Metro policies regarding employee discipline and ensures consistent interpretation of policies and employment actions. Works under the direction of the Chief Human Resources Officer. Examples of Duties Serve as a resource to employees and managers to foster positive working relationships by addressing workplace concerns, mediating conflicts, and coaching interactions. Provide guidance on Metro policies, procedures, and applicable employment laws to ensure fair and consistent practices. Advise and coach supervisors on appropriate corrective action related to performance concerns, ensuring effective development, review, and implementation of disciplinary actions and performance improvement plans. Oversee Metro’s performance management processes. Serves as a resource for managers and employees in documenting performance and career growth. May conduct performance calibration meetings with supervisors. Review results from employee surveys, exit and stay interviews, CEO listening tours, and other employee feedback with Metro leadership. Analyze data to identify trends and recommend appropriate follow-up actions. Collaborate across the organization to promote employee satisfaction, accountability, and resolution of workplace and morale concerns. Responsible for the coaching and training of Metro supervisors on leadership techniques and best practices. May facilitate Supervisory Academy and supplemental leadership training. Conduct investigations to address workplace concerns and propose resolutions. Coordinate responses to complaints, including CCRD /EEOC filings. Supports new employee onboarding. May conduct new employee orientation. Other duties as assigned. Knowledge/Skills/Abilities Knowledge of: Thorough knowledge of federal and state employment laws Management and supervisory principles MS Office software and general office processes and procedures Skilled at: Maintaining confidentiality and handling sensitive information with discretion Coaching employees of all levels on performance management and productive feedback Guiding employees and supervisors through performance improvement plans Effectively prioritizing and managing multiple tasks and priorities while meeting deadlines Conflict resolution, including mediation techniques Effective communication both written and orally Conducting HR investigations Maintaining high accuracy in work Explaining company policies and procedures to supervisors and employees Ability to: Handle sensitive employee concerns with discretion, respect, and emotional maturity Remain impartial, objective, and fair, even under pressure Analyze performance data Ability to foster trust and support across all levels of the organization Guide leaders through the performance management cycle, including rating calibration meetings Work in a dynamic environment, adapting to changing priorities and multitasking efficiently. Train employees and supervisors Show consistent self-direction and initiation of tasks Perform effectively in a collaborative team environment Implement and enforce policies and procedures fairly and consistently Education Bachelor's degree in human resources or related field. A combination of education and relevant experience may be considered in lieu of a degree. Licensing, Certification, and other Requirements SHRM-CP, PHR or equivalent certification required. #J-18808-Ljbffr