The Human Resources People Manager plays an important and strategic role in managing a variety of staff-related concerns by managing employee relation issues.

• HR Business Partner to leaders to support employee engagement, retention and ongoing employee satisfaction.
• Champion and coach of key efforts within the region to support above.
• Act as employee advocate and business partner to foster an environment of open communications.
• Promote positive employee engagement strategies and coach leaders to proactively and positively diffuse employee relations opportunities before they become negative.
• Develop and recommend solutions to a variety of employee relations issues including managing poor performance, managing conflict and assessing risk and escalating issues when necessary.
• Partner with managers to advise on performance management concerns, providing coaching and diagnosing problems to determine appropriate level of corrective action.
• Guide and review corrective action planning, to ensure proper documentation and staff communication are incorporated into performance management.
• Participate in performance counseling and termination discussions with staff and managers.
• Conduct internal investigations into staff-related concerns; prepare all required documentation and implement solutions to ensure timely and appropriate actions are taken.
• Develop effective tools and resources to assist managers with staff-related concerns, ensuring information is current and recommend changes and/or improvements.
• Maintain positive, productive work environment by responding to staff members’ concerns, proactively addressing issues and advising management on best practices.
• Partner with Occupational Health, staff and managers to analyze and respond to inquiries regarding Leave of Absence, Return-to-Work, and temporary or permanent accommodation requests.
• Maintain confidentiality and sensitivity to all issues at all time.
• Manager training and development on Human Resource related processes, functions and policy and procedures.
• Ability to travel within a regional geographic area up to 20% of the time with occasional travel to corporate locations.

• Three to five years prior relevant experience
• Demonstrated track record as a champion of building a strong workplace culture within a healthcare services business
• Track record of leading positive employee initiatives to increase employee engagement and retention
• Ability to influence, communicate and build relationships at all levels.
• Strong conflict management skills.
• Knowledge of employment, wage and hour, FMLA and EEO/AA laws, regulations and guidelines
• Hands-on experience interacting with government agencies and responding to government agency requests.
• Ability to effectively lead and manage change and transition;
• Must be able to apply sound judgment, decision-making and critical thinking
• Strong analytical and problem-solving.
• Excellent communication skills, both oral and written with the ability to build and maintain relationships with people at all levels of the organization and across a diverse range of backgrounds.
• Knowledge of policies and practices involved in the human resources function
• Ability to utilize and administer the disciplinary action process through coaching and counseling to improve performance or terminate employment
• Working knowledge of computers, internet access, and the ability to navigate within an automated systems as well as a variety of software packages such as Outlook, Excel and Word.

• Bachelor’s degree in business administration or related field from an accredited college or university or the international equivalent required.

• EOE/AA M/F/D/V