Join Today: Sr. Employee Relations Partner (Remote)

Be a part of something bigger. We're looking for a Sr. Employee Relations Partner! Enjoy the freedom and flexibility of this Remote role. This position requires a strong and diverse skillset in relevant areas to drive success. The salary for this position is set at a competitive salary. Â Â

Overview

The Senior Employee Relations Partner serves as a key team member of the Employee Relations Center of Excellence. The Senior Employee Relations Partner supports the company by ensuring that managers are well equipped to implement people solutions that will resolve employee relations matters, build a positive employee relations climate, and enable compliance to relevant employment legislation. The Senior Employee Relations Partner plays a vital role in overseeing employee engagement and retention initiatives for the company. The Senior Employee Relations Partner works in a leadership and team capacity to support multiple sites and lines of businesses in a specific geographic region across Quest Diagnostics and its subsidiary companies. The Senior Employee Relations Partner serves as a mentor providing guidance and support to those in the role of Employee Relations Partner in the Employee Relations Center of Excellence. The Employee Relations partners with all HR Centers of Excellence, Business Leadership, Management and Legal on issues related to employee relations, providing the optimum work environment possible, and the development and administration of HR policies and procedures. Responsibilities  Partners with employees and managers to settle in depth and complex, non-routine work-related issues through advice and recommendation. Recommend solutions when repetition of individual problems indicates negative trends  Delivers high quality decisions and counsels consistently to managers and employees. Identify and analyze employee matters and recommend appropriate employment action to maintain a productive work environment, achieve optimal performance, and minimize risk to the company Performance Management Guidance and Support  Administer the company's coaching and disciplinary action process to include: coaching and counseling managers and employees on performance management, including performance improvement plans and the outlined steps of the disciplinary action process  Supports management in the preparation of in depth and complex, non-routine disciplinary action documentation and performance improvement plans. Protects the company by ensuring that written documentation prepared by managers is legally sound and helps reduce employment-related risk. Follow-up with employees and their managers after a performance document has been delivered to make sure that improvement has been made or that communication regarding the necessary improvement continues  Participates in disciplinary or termination proceedings for employees, as needed  Develops specialized knowledge of assigned sites and lines of business / geography and, in collaboration with HR business partners, provides feedback on trends to management as well as makes recommendations on how to maintain a positive employee climate  Coordinates and participates in Reduction in Force activities across the company  Coordinates and participates in the company's Appeal process / Peer Review process Company Internal Investigation Process  Responsible for conducting in depth internal investigation of non-routine allegations received regarding performance, misconduct or company-policy violations. Documents and reports findings from investigations. Determine final conclusions and create action plans for implementation and resolution  Advise the Tier 1 and Tier 2 HR Service Center team in addressing routine allegations of performance, misconduct, and company-policy violations that warrant the use of the company's investigation process Legal Support  Serves as a primary contact for the company on matters pertaining to employment law compliance and mitigation of people risk  Monitors changes in employment legislation and recommend policy changes as needed to ensure up to date and accurate Employee Relations policies, procedures, and programs  Supports and participates in employment litigation, including EEOC position statement support and mediations, unemployment hearings, OFFCCP audits, etc Policy Review and Development  Provides guidance and recommendations to the development of policy, processes, and tools for the Employee Relations Center of Excellence as well as the HR Service Center team to address Tier 1 and Tier 2 employee relations inquiries Employee Engagement and Retention  Monitors and reports on retention and turnover metrics to ensure effective support of company's employee relations processes  Leverages employee engagement tools, such as surveys, focus groups, town hall meetings, etc, in partnership with company leadership to ensure employee relations issues