Sr. Employee Relations Partner (Hybrid)

Quest Diagnostics

1mo ago

Job
Full-time
Senior & Expert Level
Government & Politics
People, HR & Administration
Deerfield

AI generated summary

You need 7-10 years in HR or Employee Relations, labor union experience, leadership skills, HR knowledge, excellent communication, problem-solving, and a relevant degree and certifications (PHR/SPHR).
You will advise employees and managers on complex issues, manage performance documentation, conduct investigations, ensure compliance, and track employee retention metrics.

Requirements

Minimum 7-10 years experience in HR Generalist or Employee Relations Specialist role(s) in comparable organizations
Prefer Labor Union experience, including collective bargaining agreement (CBA)
Prefer 2 years of leadership experience obtained through mentorship, supervisory, project management, or high-level consultative accomplishments
Must have knowledge of employment law and regulations
Familiarity with HR systems, such as HRIS, HR Reporting, Case Management, etc
Excellent interpersonal, verbal and written communication skills
Excellent attention to detail, problem solving, organizational and prioritization skills
Ability to deal with people in a manner which shows sensitivity, tact, and professionalism
Ability to prioritize, problem solve and apply critical thinking skills
Ability to effectively interact with a diverse population at all levels within the organization
Ability to maintain composure in stressful situations
Proficiency with Microsoft Office products (Excel, Word, PowerPoint)
Business Acumen
Decision Quality
Action-Oriented
Conflict Management
Customer Focus
Managerial Courage
Listening
Problem Solving
Priority Setting
Organizing
Bachelor’s Degree (Required)
Professional in Human Resources (PHR)
Senior Professional in Human Resources (SPHR)

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
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
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
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.
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
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 are being surfaced and addressed in a timely manner
Provides work direction and share expertise and knowledge with members of the Employee Relations Center of Excellence
Trains Employee Relations Center of Excellence resources on changes in employee relations policies and approaches utilized by the company

FAQs

What is the job title for this position?

The job title is Senior Employee Relations Partner.

What type of work environment does this position offer?

This position offers a hybrid work environment.

What are the main responsibilities of the Senior Employee Relations Partner?

The main responsibilities include partnering with employees and managers to resolve work-related issues, providing guidance on performance management, conducting internal investigations, ensuring legal compliance, and monitoring employee engagement and retention metrics.

How many years of experience are required for this role?

A minimum of 7-10 years of experience in an HR Generalist or Employee Relations Specialist role is required.

Is there a preference for experience with labor unions?

Yes, preference is given to candidates with labor union experience, including familiarity with collective bargaining agreements.

What kind of experience is preferred in relation to leadership?

Preferred candidates should have at least 2 years of leadership experience obtained through mentorship, supervisory roles, project management, or high-level consultative accomplishments.

What education level is required for this position?

A Bachelor’s Degree is required for this position.

What certifications are preferred for applicants?

Preferred certifications include Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR).

What skills are essential for success in this role?

Essential skills include excellent communication, problem-solving, organizational skills, attention to detail, and the ability to interact effectively with a diverse population.

Does this position involve mentoring?

Yes, the Senior Employee Relations Partner serves as a mentor, providing guidance and support to Employee Relations Partners.

What tools and systems should candidates be familiar with?

Candidates should be familiar with HR systems such as HRIS, HR Reporting, and Case Management.

Will this role participate in legal proceedings related to employment matters?

Yes, the role will support and participate in employment litigation, including EEOC position statements and mediations.

How does the company view employee engagement?

The company emphasizes monitoring and leveraging employee engagement tools to ensure issues are surfaced and addressed in a timely manner.

Quest Diagnostics

Working together to create a healthier world, one life at a time.

Science & Healthcare

Industry

10,001+

Employees

1967

Founded Year

Mission & Purpose

Quest Diagnostics (NYSE: DGX) empowers people to take action to improve health outcomes. Derived from the world's largest database of clinical lab results, our diagnostic insights reveal new avenues to identify and treat disease, inspire healthy behaviors and improve health care management. Quest annually serves one in three adult Americans and half the physicians and hospitals in the United States, and our 47,000 employees understand that, in the right hands and with the right context, our diagnostic insights can inspire actions that transform lives. The company offers physicians the broadest test menu (3,000+ tests), is a pioneer in developing innovative new tests, is the leader in cancer diagnostics, provides anatomic pathology (AP) services, & interpretive consultation through its medical & scientific staff of about 900 M.D.s & Ph.D.s. The company reported 2020 revenues of $9.44 billion. Quest Diagnostics offers the most extensive clinical testing network in the U.S., with laboratories in most major metropolitan areas, & in Mexico, the UK & India. The company also operates four esoteric laboratories, 40 outpatient AP laboratories, & 160 smaller, rapid-response laboratories. Patients may have specimens collected in any of the company’s approximately 2,250 patient service centers. On a typical workday, testing is performed for about 550,000 patients. Quest Diagnostics empowers healthcare organizations & clinicians with state-of-the-art connectivity solutions. The company is the leading provider of pre-employment drugs-of-abuse screening for employers & risk assessment services for the life insurance industry. It is the world’s 2nd largest provider of clinical trials testing for new pharmaceuticals.