Team Member Relations

Job Summary: 

Provides HR employment support to organizational leadership in the development of the organization’s human capital. Administers and implements human resource policies, practices, and overall organizational guidelines, aligned necessary for maximizing revenue generating potential leading to job creation and mission fulfillment.

Function:

Using a working knowledge of applicable employment laws and HR best practices, the Team Member Relations Specialist provides operational support, guidance and recommended solutions to business leaders and team members, regarding policy interpretation, performance management, conflict resolution and employment determinations. Serves as first point of contact on all GIM employee related matters for the assigned departments and regions.

 Essential Responsibilities:

1. Foster and advance human resource performance improvement aligned to the Mission, Core Values, and Guiding Principles.

2. Responds to, investigates, and resolves team member relations issues in the best interests of the team member and Goodwill, ensuring a motivated and productive workforce and legal compliance for assigned locations.  Some of these issues include but are not limited to, grievances, loss prevention issues, misconduct, team member complaints, etc. 

3. Serves as first point of contact on all employee related matters for the specific assigned departments, in the administration of our standards of conduct, core values, guiding principles, code of ethics and other employment guidelines; as they apply to team members’ progressive performance and discipline management.

4. Manages complex and delicate employee relation issues, striving for conflict resolution. Maintains high level of employee confidentiality at all times.

5. Acts as subject matter expert to mitigate employment risk and enhance the team member experience, while providing guidance to operational leaders along with all other support departments

6. Consults with supervisor on and is becoming a subject matter expert on employment laws and regulations, as well as HR best practices to mitigate risk and enhance the employee experience, and provide guidance to the operational leaders on such issues as needed, relating to Safety, Wage and Hour, Affirmative Action, Equal Employment Opportunity, Worker’s Compensation, Unemployment Compensation, in addition to those pertaining to personnel matters as required by the Commission on Accreditation of Rehabilitation Facilities (CARF).

7. Manages Unemployment Benefit activity for the assigned departments, responds to benefit claims, and appeals when necessary.

8. Assists with FMLA leave, tracking, medical documentation, return to work for assigned departments. Receives Incident/Accident reports, and partners with Risk & Safety for workers compensation injury job restriction accommodation and transitional duty, return to full release.

9. Provides guidance for Leaders with assessment and performance management of their subordinates.  Prepares monthly performance review reports for the organization.

10. Is responsible for:

    1. Performance management and leave status update

    2. Reviews (New Hire and Performance Reviews)

    3. Incident/Accident/Wellness LoA reports

    4. Team Meeting Minutes

11. Receives and oversees Change of Status forms (COS) and signed performance reviews for payroll processing, for the assigned departments.  These are related to jobs and compensation, ensuring compliance and consistent practices.

12. Culture Keeper. Demonstrates and leads positive organizational culture development

13. Stays abreast of new developments with the State and Federal regulatory labor laws

14. Performs other duties as assigned.

 Qualifications:

• Human Resource, business, and project management 

• Organization’s Policy & procedure, SOP development and compliance

• State and Federal Labor and Employment Law

• Emotional Intelligence (EQ): high levels of self-awareness, maturity, and self-control

• Business systems, technology, procedures

• Windows Operating System, HRMS; Microsoft Word, Excel, PowerPoint, Internet Explorer, Publisher, and Outlook

• Strong relationship management and interpersonal skills with organizational leaders  

• Excellent communication, decision making and problem-solving skills

• Ability to analyze complex situations and make recommendations

• Excellent conflict resolution and negotiation skills

• Ability to maintain high level of confidentiality regarding employee information

• Design, development, and implementation of functional human resource systems

Training & Experience:

•  Bachelor's degree in HR or related discipline preferred; combination of HR education and minimum of 5 – 10 years’ experience working in the Human Resources and/or Operations fields in a Leadership role.

• PHR or SPHR certification is preferred

 Special Requirements:

• Must be able to work occasional after-hours and weekends.  This position may require travel to multiple locations daily.

• Incumbent must possess a valid driver’s license, appropriate insurance coverage and a privately owned reliable means of transportation to travel throughout MGI territory to visit locations on a regular and recurring basis.

Physical Requirements:

• Able to sit, stand, bend, and reach.

• Able to lift, push, pull up to twenty-five (25) pounds with no support regularly. Over twenty-five (25) pounds request for additional team member assistance as needed.

Critical Performance Factors

• Unemployment Compensation Experience and Legal claims cost, as affected by billing reconciliation and case research.

• Quality of performance management measured by feedback from team leaders and operating results.

• Team Member Retention