Employee Relations Consultant I (Albany Region)

Job Description: Based on the scope of the role & business needs, we're exclusively seeking candidates who reside in Albany/Capital Region. Summary This role is responsible for management of client aligned relationships - responding to employee concerns, workplace policies, procedures, compliance with all company and external requirements, oversight of all employee leave management programs, contributing to productivity, motivation, and morale, while instilling and maintaining our Lifetime Way Culture and Values. The incumbent will define and implement proactive employee relations strategies and initiatives, lead investigations, and help create action plans as required to bring situations to resolution. Essential Accountabilities Level I Acts as a consultative partner to client aligned team(s) to ensure effective alignment of employee relations partnership with strategic organizational objectives. Collaborates with Human Resources Business Partners and other HR leaders/business partners to drive a Lifetime Way Culture, strategic goals, and performance management based on a shared set of values and company mission. Serves as the primary point of contact for day-to-day talent and performance management guidance to all levels of staff (coaching, counseling, human capital development, disciplinary actions up to and including terminations) to assess and minimize legal risk with effective follow through and resolution. Serve as trusted advisor to leadership, providing sound business guidance around employee relations issues. Manages and resolves employee relations issues. Conducts effective, thorough, and objective investigations including partnership with Ethics & Compliance on ethic complaints related to the Code of Conduct and other state and regulatory agencies. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the Legal department as needed/required. Ensures compliance with Federal, State and Local requirements. Proactively mitigate current and future legal risk through continuous assessment. Responsible for responding to any legal claims and subpoenas. Gathers documentation in coordination with legal. Assist with preparation and attendance at hearings or court appearances. Develops, Interprets, recommends, and effectively communicates HR practices, policies, procedures and initiatives and makes best practice change recommendations for business alignment purposes. Conducts ongoing training for compliance, development, and policy implementation to ensure leaders are aware of employee and employer leave rights and responsibilities. Creates, manages and monitors all retention initiatives including tracking data, providing recommendations/solutions, and pivoting as needed to drive low turnover and employee engagement. Conducts exit interviews and provides monthly reporting to identify trends and areas of concern. Partners with HR Team and organization on various compliance audits including FLSA, compensation and systems data integrity. Manages all aspects of employee leave management programs, NYS Disability & Supplemental Disability, NYS Paid Family Leave, Family Leave Act, Workers Compensation, NYS Paid Sick Leave, Americans With Disability Act, and ergonomics. Advises managers and employees on the interaction of leave laws with paid time off. Collaborates closely with Payroll team to ensure leave payments are properly tracked and paid. Manages random drug and alcohol testing with external vendor and employment action because of policy infractions. Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies' mission and values, adhering to the Corporate Code of Conduct, and leading to the Lifetime Way values and beliefs. Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures. Regular and reliable attendance is expected and required. Performs other functions as assigned by management. Level II (in addition to Level I Accountabilities) Responsible for responding to concerns, including complex investigations, pertaining to workplace policies, procedures, and compliance with all Company and external requirements to mitigate Company-wide risk and contribute to productivity, motivation, and morale while instilling and maintaining our culture and values. Collaborates with HR Business Partners to identify trends, provide insight, and make recommendations on issues impacting employee retention and engagement. This includes applying data analysis to case management, noting trends, and developing recommendations on Employee Relations' strategies, initiatives, retention, and engagement. Serves as a trusted advisor and subject matter expert on a variety of Employee Relations concepts, practices, procedures, laws, and regulations. Leads high profile HR initiatives and projects within the aligned divisions and/or across the entire enterprise. Provides back-up support to the Manager of Employee Relations when needed. Minimum Qualifications NOTE: We include multiple levels of classification differentiated by demonstrated knowledge, skills, and the ability to manage increasingly independent and/or complex assignments, broader responsibility, additional decision making, and in some cases, becoming a resource to others. In addition to using this differentiated approach to place new hires, it also provides guideposts for employee development and promotional opportunities. All Levels A combination of experience and higher education equal to six or more years or Bachelor's degree in Human Resources or related area with two years of experience in Human Resources. Working knowledge, understanding, and experience with employment and labor laws, Employee Relations, and performance management concepts preferred. Strong knowledge of FMLA, Worker's Compensation, SSTD, OSHA, ADAAA programs. Demonstrated knowledge of and skill in conflict resolution, decision making, influence, interpersonal relations, problem solving, results orientation, systems thinking, group presentations, and group process facilitation. Strong Employee Relations skills and abilities to engage, counsel, and recommend performance management for employees at all levels. Familiarity with a wide variety of field concepts, practices, procedures, laws, and relies on considerable experience and judgment to plan and accomplish goals. Demonstrated ethical decision-making and ability to see implications of decisions. Ability to establish and maintain effective professional relationships. Excellent oral and written communication skills. Level II (in addition to Level I Qualifications) A combination of experience and higher education equal to eight or more years of experience or Bachelor's degree in Human Resources or related area with four years of experience in Human Resources. Three or more years of experience handling complex Employee Relations and performance management concerns. Experience with employment and state and federal labor laws. Active listening skills and ability to analyze a conversation to discern the true issue/concern. Demonstrated ability to synthesize information to advise on resolution and next best steps for the parties involved to move forward. Demonstrated project management experience. Physical Requirements Travels 25% - 50% to other Company sites to meet employees regarding Employee Relations matters. Ability to work prolonged periods sitting and/or standing at a workstation and working on a computer. In support of the Americans with Disabilities Act, this job description lists only those responsibilities and qualifications deemed essential to the position. Equal Opportunity Employer Compensation Range(s) Minimum: $65,346 - Maximum: $117,622 The salary range indicated in this posting represents the minimum and maximum of the salary range for this position. Actual salary will vary depending on factors including, but not limited to, budget available, prior experience, knowledge, skill and education as they relate to the position's minimum qualifications, in addition to internal equity. The posted salary range reflects just one component of our total rewards package. Other components of the total rewards package may include participation in group health and/or dental insurance, retirement plan, wellness program, paid time away from work, and paid holidays. Please note: There may be opportunity for remote work within all jobs posted by the Excellus Talent Acquisition team. This decision is made on a case-by-case basis. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. #J-18808-Ljbffr