About the Role
The Manager, Employee Relations is an effective communicator and problem solver responsible for overseeing the development and implementation of employee relations programs, policies, and procedures.
Reporting to the Program Director HR Strategy and Workforce Relations, this role ensures the agency maintains positive relationships with employees, fostering a work environment that is respectful, inclusive, and compliant with legal regulations.
This role will handle complex employee relations issues, manage investigations, advise Employee Relations and Human Capital staff, and provide guidance to employees and leadership on matters related to employee behavior, performance, and workplace culture.
Responsibilities
Employee Relations Management:
Oversee the Employee Relations team and the investigative process.
Develop engagement strategies promoting a positive work environment.
Serve as primary contact for escalated employee relations issues, providing guidance and support to employees and agency leaders.
Conduct thorough and impartial investigations into employee workplace concerns, to include claims of favoritism, lack of inclusion and violations of respectful workplace.
Provide recommendations and solutions for resolving employee relations issues ensuring fair treatment in accordance with agency policies and legal regulations.
Provide guidance to the HR Business Partners on how to address and resolve behavioral and performance-related issues that do not require an Employee Relations investigation.
Maintain and continuously improve the system and processes for tracking employee relations investigations.
Employee Relations Guidelines and Compliance:
Update and maintain employee relations guidelines and procedures, ensuring they are aligned with agency goals and compliant with labor laws.
Monitor and help to ensure agency compliance with employment laws and regulations.
Educate employees and management on the Employee Relations function and other employee-based resources that are available.
Training and Development:
Design and deliver training programs and webinars on employee relations topics, including conflict resolution, performance management and workplace morale.
Provide coaching and support to managers to improve communication and leadership skills.
Collaborate with the Human Capital team to identify and implement employee engagement initiatives.
Reporting and Analytics:
Track, report and analyze employee relations metrics, such as employee complaints.
Analyze employee relations data to identify trends and areas for improvement.
Team Management:
Supervise the Employee Relations team members providing guidance, coaching, and development opportunities.
Foster a culture of continuous improvement.
Collaborate with Human Capital leadership to ensure alignment on overall Human Capital strategy and goals.
Minimum Qualifications
Bachelor's degree in Human Resources, Business Administration, or a related field from an accredited college or university.
Minimum of seven (7) years of experience in employee relations. At least three (3) years of experience as an HR Business Partner and (2) years as a manager.
Demonstrated ability to conduct thorough and factual investigations and present findings in a clear, concise and persuasive manner.
In-depth knowledge of employment laws, regulations, and best practices in employee relations.
Desired Qualifications
Master’s degree in Human Resource Management, Business Administration, or a related field from an accredited college or university.
Ten (10) years of experience in employee relations.
In-depth knowledge of employment laws, regulations, and best practices in employee relations.
Excellent interpersonal skills and ability to work in a team oriented, collaborative environment.
Excellent problem-solving and conflict resolution skills.
Excellent written and oral communication skills.
Ability to handle sensitive and confidential information with discretion.
Strong leadership and team management skills.
Proficient in HRIS and other relevant software systems.
Excellent written and oral communication and listening skills.
Selection Process The application process varies by position, but typically includes an initial phone interview for qualified candidates, followed by a more in-depth interview(s) and/or assessment(s). Selected candidates who are made a conditional job offer will be asked to undergo a background check.
Compensation & Benefits The Port Authority of New York and New Jersey offers a competitive benefits package and a professional environment that supports development and recognizes achievement. Click here for more information about benefits, our culture, and career development opportunities.
The Port Authority of New York and New Jersey anticipates that the actual salary offered to a successful candidate will depend on aspects such as experience, knowledge, skills, abilities, and internal factors. The expected compensation range for this role is: Minimum: $132,964; Midpoint: $172,867; Maximum: $212,758.
In accordance with Port Authority policy, this position permits employees to work remotely a maximum of one day per week, subject to operational and business needs.
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Reporting to the Program Director HR Strategy and Workforce Relations, this role ensures the agency maintains positive relationships with employees, fostering a work environment that is respectful, inclusive, and compliant with legal regulations.
This role will handle complex employee relations issues, manage investigations, advise Employee Relations and Human Capital staff, and provide guidance to employees and leadership on matters related to employee behavior, performance, and workplace culture.
Responsibilities
Employee Relations Management:
Oversee the Employee Relations team and the investigative process.
Develop engagement strategies promoting a positive work environment.
Serve as primary contact for escalated employee relations issues, providing guidance and support to employees and agency leaders.
Conduct thorough and impartial investigations into employee workplace concerns, to include claims of favoritism, lack of inclusion and violations of respectful workplace.
Provide recommendations and solutions for resolving employee relations issues ensuring fair treatment in accordance with agency policies and legal regulations.
Provide guidance to the HR Business Partners on how to address and resolve behavioral and performance-related issues that do not require an Employee Relations investigation.
Maintain and continuously improve the system and processes for tracking employee relations investigations.
Employee Relations Guidelines and Compliance:
Update and maintain employee relations guidelines and procedures, ensuring they are aligned with agency goals and compliant with labor laws.
Monitor and help to ensure agency compliance with employment laws and regulations.
Educate employees and management on the Employee Relations function and other employee-based resources that are available.
Training and Development:
Design and deliver training programs and webinars on employee relations topics, including conflict resolution, performance management and workplace morale.
Provide coaching and support to managers to improve communication and leadership skills.
Collaborate with the Human Capital team to identify and implement employee engagement initiatives.
Reporting and Analytics:
Track, report and analyze employee relations metrics, such as employee complaints.
Analyze employee relations data to identify trends and areas for improvement.
Team Management:
Supervise the Employee Relations team members providing guidance, coaching, and development opportunities.
Foster a culture of continuous improvement.
Collaborate with Human Capital leadership to ensure alignment on overall Human Capital strategy and goals.
Minimum Qualifications
Bachelor's degree in Human Resources, Business Administration, or a related field from an accredited college or university.
Minimum of seven (7) years of experience in employee relations. At least three (3) years of experience as an HR Business Partner and (2) years as a manager.
Demonstrated ability to conduct thorough and factual investigations and present findings in a clear, concise and persuasive manner.
In-depth knowledge of employment laws, regulations, and best practices in employee relations.
Desired Qualifications
Master’s degree in Human Resource Management, Business Administration, or a related field from an accredited college or university.
Ten (10) years of experience in employee relations.
In-depth knowledge of employment laws, regulations, and best practices in employee relations.
Excellent interpersonal skills and ability to work in a team oriented, collaborative environment.
Excellent problem-solving and conflict resolution skills.
Excellent written and oral communication skills.
Ability to handle sensitive and confidential information with discretion.
Strong leadership and team management skills.
Proficient in HRIS and other relevant software systems.
Excellent written and oral communication and listening skills.
Selection Process The application process varies by position, but typically includes an initial phone interview for qualified candidates, followed by a more in-depth interview(s) and/or assessment(s). Selected candidates who are made a conditional job offer will be asked to undergo a background check.
Compensation & Benefits The Port Authority of New York and New Jersey offers a competitive benefits package and a professional environment that supports development and recognizes achievement. Click here for more information about benefits, our culture, and career development opportunities.
The Port Authority of New York and New Jersey anticipates that the actual salary offered to a successful candidate will depend on aspects such as experience, knowledge, skills, abilities, and internal factors. The expected compensation range for this role is: Minimum: $132,964; Midpoint: $172,867; Maximum: $212,758.
In accordance with Port Authority policy, this position permits employees to work remotely a maximum of one day per week, subject to operational and business needs.
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