Workforce Relations Consultant
Atlantic Health, Summit, NJ, United States
Responsibilities
Investigation & Resolution: Serve as point of contact for employee complaints, workplace conflicts, and policy interpretations for a specific location within Atlantic Health. Create investigation plans, conduct unbiased investigations into complaints and misconduct, including harassment, discrimination, retaliation, and unfair employment practices. Provide recommendations or mediation, aligning with legal standards and internal policy and processes.
Advisory & Coaching: Guide leaders through complex employee situations (e.g., disciplinary actions). Provide consultative support on navigating sensitive conversations and decisions. Empower leadership to handle team member conflict within the scope of their role through valued advice. Approve disciplinary actions and religious accommodations.
Documentation & Compliance: Maintain detailed records of cases, investigation documents, and outcomes.
Training & Education: Facilitate workforce relations training and other learning opportunities around employment law, respectful workplace practices, policy awareness and fair & consistent procedures for handling disciplinary action. Promote a culture of continuous learning and shared accountability. Stay current with applicable Human Resources-related laws, rules, and regulations.
Partnerships: Collaborate with HR Business Partners, Compliance, and local & corporate Security on investigatory matters that cross over, resolving inquiries to support cohesive organizational functioning. Partner with Legal to escalate high-risk matters and provide documentation supporting organizational decisions.
Continuous Improvements & Metrics: Evaluate data from investigation cases to identify root causes and areas for organizational growth. Analyze workforce relations metrics to identify trends and make proactive recommendations, including policy improvements and risk mitigation. Identify ways to increase the effectiveness of the Workforce Relations team, processes, and workflows.
Qualifications Education/Experience
Bachelor's degree in a related field required.
Helpful to have either PHR or SHRM-CP, however not required.
5+ years of Human Resources experience in a fast-paced environment.
3+ years conducting Employee Relations investigations, partnering with and coaching HRBPs and managers.
Strong working knowledge of state and federal employment laws, including but not limited to Title VII, FMLA, ADA, FLSA.
Proven ability to be an objective and trusted advisor for HR Business Partners, employees, and managers by building strong partnerships.
Ability to consistently exhibit high levels of discretion, integrity, and confidentiality.
Ability to work independently and with a sense of urgency.
Effective problem-solving and decision-making skills and ability to influence others.
Ability to resolve a wide range of issues in creative ways and comfortable working in 'gray' areas.
Exceptional and consistent communication skills including effective listening, writing and presenting; ability to express thoughts in a clear and concise manner.
Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams.
Demonstrate empathy at all times especially when dealing with matters of diversity and inclusion.
Other Skills
Proactive, adaptable, capable of assessing nuanced challenges independently.
Ability to navigate complex situations with confidence, confidentiality and sound judgment.
Excellent communication skills; excels in managing challenging personalities with professionalism and diplomacy.
Knowledge in employment law/labor regulations.
Maintains composure in high-stress situations.
Ability to identify root causes of issues and develop creative solutions.
Detail-oriented, organized, analytical with excellent interpersonal skills and ability to build trust.
EEO STATEMENT
Atlantic Health System, Inc. is an equal employment opportunity employer and federal contractor or subcontractor and therefore abides by applicable laws to protect applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy, gender identity and sexual orientation), national origin, citizenship status, disability, age, genetics, or veteran status.
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Investigation & Resolution: Serve as point of contact for employee complaints, workplace conflicts, and policy interpretations for a specific location within Atlantic Health. Create investigation plans, conduct unbiased investigations into complaints and misconduct, including harassment, discrimination, retaliation, and unfair employment practices. Provide recommendations or mediation, aligning with legal standards and internal policy and processes.
Advisory & Coaching: Guide leaders through complex employee situations (e.g., disciplinary actions). Provide consultative support on navigating sensitive conversations and decisions. Empower leadership to handle team member conflict within the scope of their role through valued advice. Approve disciplinary actions and religious accommodations.
Documentation & Compliance: Maintain detailed records of cases, investigation documents, and outcomes.
Training & Education: Facilitate workforce relations training and other learning opportunities around employment law, respectful workplace practices, policy awareness and fair & consistent procedures for handling disciplinary action. Promote a culture of continuous learning and shared accountability. Stay current with applicable Human Resources-related laws, rules, and regulations.
Partnerships: Collaborate with HR Business Partners, Compliance, and local & corporate Security on investigatory matters that cross over, resolving inquiries to support cohesive organizational functioning. Partner with Legal to escalate high-risk matters and provide documentation supporting organizational decisions.
Continuous Improvements & Metrics: Evaluate data from investigation cases to identify root causes and areas for organizational growth. Analyze workforce relations metrics to identify trends and make proactive recommendations, including policy improvements and risk mitigation. Identify ways to increase the effectiveness of the Workforce Relations team, processes, and workflows.
Qualifications Education/Experience
Bachelor's degree in a related field required.
Helpful to have either PHR or SHRM-CP, however not required.
5+ years of Human Resources experience in a fast-paced environment.
3+ years conducting Employee Relations investigations, partnering with and coaching HRBPs and managers.
Strong working knowledge of state and federal employment laws, including but not limited to Title VII, FMLA, ADA, FLSA.
Proven ability to be an objective and trusted advisor for HR Business Partners, employees, and managers by building strong partnerships.
Ability to consistently exhibit high levels of discretion, integrity, and confidentiality.
Ability to work independently and with a sense of urgency.
Effective problem-solving and decision-making skills and ability to influence others.
Ability to resolve a wide range of issues in creative ways and comfortable working in 'gray' areas.
Exceptional and consistent communication skills including effective listening, writing and presenting; ability to express thoughts in a clear and concise manner.
Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams.
Demonstrate empathy at all times especially when dealing with matters of diversity and inclusion.
Other Skills
Proactive, adaptable, capable of assessing nuanced challenges independently.
Ability to navigate complex situations with confidence, confidentiality and sound judgment.
Excellent communication skills; excels in managing challenging personalities with professionalism and diplomacy.
Knowledge in employment law/labor regulations.
Maintains composure in high-stress situations.
Ability to identify root causes of issues and develop creative solutions.
Detail-oriented, organized, analytical with excellent interpersonal skills and ability to build trust.
EEO STATEMENT
Atlantic Health System, Inc. is an equal employment opportunity employer and federal contractor or subcontractor and therefore abides by applicable laws to protect applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy, gender identity and sexual orientation), national origin, citizenship status, disability, age, genetics, or veteran status.
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