Senior Employee Relations Consultant

Description

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JOB SUMMARY

Responsible for timely issue response, investigation and resolution regarding a wide variety of employee matters. This includes counseling employees and management team members on performance and conduct, policy interpretation, discipline/corrective action and internal investigations, and doing so in such a way that business objectives are supported, risk to the organization is mitigated, and working relationships between management and employees remain effective.

Also responsible for investigating and responding to third-party charges, identifying employee morale issues, concerns and trends; and, when appropriate, escalating issues, concerns and trends to employee relations management, HRBP team members and/or other human resources leadership. Suggest modifications to human resources policies and practices to enhance all employees’ opportunities to contribute to business goals and objectives.

This is a hybrid based role in Pittsburgh, PA - will be onsite at a combination of Allegheny Clinic and 5th Avenue Place (T,W,Th)

ESSENTIAL RESPONSIBILITIES

• Respond to, investigate and resolve a wide variety of employee matters. This includes educating, coaching and counseling employees and management on policy, procedures and practices; making recommendations on discipline/corrective action.
• Conduct internal investigations and craft written responses to third-party charges and inquiries with consultation from the law department.
• Participate in and/or lead ad-hoc projects supporting department and business objectives.
• Other duties as assigned or requested.

REQUIRED EDUCATION

Bachelor's Degre

Experience as a human resources generalist or experience with employee/labor relations

EXPERIENCE

• 3+ years' of experience handling employee relations matters, including:coaching and educating management and employees on policy, procedures and practices, including making recommendations on performance management and discipline; conducting investigations and responding to allegations of workplace harassment, discrimination or retaliation; and researching and responding in writing to third-party charges.
• Demonstrated experience leading collaborative, peer-based project teams
• Demonstrated experience participating on project teams
• Policy and procedure review, writing and re-writing
• Experiencing supporting multi-site and remote employees

KNOWLEDGE, SKILLS & ABILITIES

• Extensive knowledge of employment and labor laws, regulations, caselaw and their application in a large, multi-site, multi-state environment
• Ability to absorb and apply new learning, particularly related to company culture, policies, procedures and practices
• Excellent verbal and written communication skills. Able to influence outcomes with patience, tact, follow-through, professionalism and confidentiality
• Ability to problem-solve "people conflict" issues at all levels of the organization
• Ability to balance the tension between thoroughness/attention-to-detail and efficiency
• Ability to work in a work environment that is fast-paced, customer-focused, results-oriented, collaborative and highly-matrixed. Ability to recover quickly from interruptions to resume focus on priority tasks
• Able to work well as part of a collaborate team, which includes being flexible and able to place the needs of the team or organization above their own personal interest
• Able to navigate and collaborate in web-based environments such as SharePoint and Intranet portals. Proficient in Microsoft Office applications (Word, Excel, PowerPoint, Outlook)

REQUIRED LICENSURE

PREFERRED LICENSURE

PHR, SPHR certification

TRAVEL REQUIREMENT: 0 - 25%

PHYSICAL, MENTAL DEMANDS AND WORKING CONDITIONS
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Office-Based

Lifting: up to 10 pounds - Occasionally

Lifting: 10 to 25 pounds - Rarely

Lifting: 25 to 50 pounds - Never

ADDITIONAL INFORMATION

Changes Approved By:

Melanie Lysne

As a component of job responsibilities, employees may have access to covered information, cardholder data, or other confidential customer information that must be protected at all times. In connection with this, all employees must comply with both the Health Insurance Portability Accountability Act of 1996 (HIPAA) as described in the Notice of Privacy Practices and Privacy Policies and Procedures as well as all data security guidelines established within the Company’s Handbook of Privacy Policies and Practices and Information Security Policy. Furthermore, it is every employee’s responsibility to comply with the company’s Code of Business Conduct. This includes but is not limited to adherence to applicable federal and state laws, rules, and regulations as well as company policies and training requirements.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on any category protected by applicable federal, state, or local law.

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