What are the responsibilities and job description for the Strategic Employee Relations Consultant position at Texas Health?
Investigations:
Conducts investigations from HR Entity Officers that are escalated to the Strategic Employee Relations Department, including Grievances, Alternate Dispute Resolutions (ADRs), Corporate Compliance, and Exit Survey investigations in a neutral and timely manner. Completes intake meetings, background research, and interviews and subsequently submits documented Executive Summary Reports which include recommendations for resolution. Displays strategic influence by consulting with Key Stakeholders, such as Legal, Executives, Entity Human Resources Officers and other interdisciplinary teams to assess and mitigate organizational risk. Collaborates in the development of solutions for systemic or departmental issues revealed during the investigative process. Closes the case with persons involved as well as conducts debriefs with Leaders, Human Resources and executive Leadership teams. Assists with case management through tracking and trending in the case management system. Understands the lifecycle of an employee grievance and can manage a case from open to resolution. Assists specialists as needed with case management and investigations. 20%
Employee Relations Operations:
Assists in maintaining the Outlook mailbox and voicemail, providing employee relations assistance and guidance for all levels of the organization. Management of cases submitted to ER including Corporate Compliance, hospital entities, and Senior Management. Interprets policies and appropriate application, with awareness of impact and liability. Assists with conflict management including Promise Coach Sessions, focused education and team-building initiatives in collaboration with entities that promote positive employee relations and engagement. Serves as a trusted Business Partner by cultivating partnerships with Key Stakeholders and providing customer service through employee relations consultative services to all levels within the organization. Models Promise Behaviors with the ability to listen deeply and influences employees and managers at all levels. Drives alignment amongst stakeholders with disparate views and agendas on creating solutions. 20%
Human Resources Operations:
Develops and implements best practices including process documents for HR operations. Reviews data such as investigation results, engagement, retention, and exit surveys and utilizes a gap analysis and SWOT approach to recommend appropriate process improvements and training in the areas of Employee Relations and Labor Relations. This includes workflows, grievance processes, background screening, and performance management. Collaborates with other Strategic ER team members and THR Project Managers in the delivery and interpretation of ongoing programs and services such as policy and programs, reduction in workforce, and employee surveys. Assists with onsite Entity HR Operations as needed. 20%
System Initiatives:
Conducts research, development, and implementation of system initiatives to determine applicability and risk level. May serve as Project Managers and Change Management Practitioners. Designs, builds and implements new and sustainable HR programs and infrastructure in collaboration with HR Operations leadership. Is active with the maintenance of ongoing programs and services and delivers Values-Based Results. Strategically creates change management programs and plans that include governance models, tools, and technology to support strategic corporate objectives. 20%
Learning and Development:
Researches, creates, and conducts training for Human Resources, Leaders, and employees in areas that fosters employee engagement and retention including, but not limited to, performance management, conflict resolution, policy education, survey data feedback, as well as the grievance and investigation processes. Participates in professional development opportunities. 20%
Conducts investigations from HR Entity Officers that are escalated to the Strategic Employee Relations Department, including Grievances, Alternate Dispute Resolutions (ADRs), Corporate Compliance, and Exit Survey investigations in a neutral and timely manner. Completes intake meetings, background research, and interviews and subsequently submits documented Executive Summary Reports which include recommendations for resolution. Displays strategic influence by consulting with Key Stakeholders, such as Legal, Executives, Entity Human Resources Officers and other interdisciplinary teams to assess and mitigate organizational risk. Collaborates in the development of solutions for systemic or departmental issues revealed during the investigative process. Closes the case with persons involved as well as conducts debriefs with Leaders, Human Resources and executive Leadership teams. Assists with case management through tracking and trending in the case management system. Understands the lifecycle of an employee grievance and can manage a case from open to resolution. Assists specialists as needed with case management and investigations. 20%
Employee Relations Operations:
Assists in maintaining the Outlook mailbox and voicemail, providing employee relations assistance and guidance for all levels of the organization. Management of cases submitted to ER including Corporate Compliance, hospital entities, and Senior Management. Interprets policies and appropriate application, with awareness of impact and liability. Assists with conflict management including Promise Coach Sessions, focused education and team-building initiatives in collaboration with entities that promote positive employee relations and engagement. Serves as a trusted Business Partner by cultivating partnerships with Key Stakeholders and providing customer service through employee relations consultative services to all levels within the organization. Models Promise Behaviors with the ability to listen deeply and influences employees and managers at all levels. Drives alignment amongst stakeholders with disparate views and agendas on creating solutions. 20%
Human Resources Operations:
Develops and implements best practices including process documents for HR operations. Reviews data such as investigation results, engagement, retention, and exit surveys and utilizes a gap analysis and SWOT approach to recommend appropriate process improvements and training in the areas of Employee Relations and Labor Relations. This includes workflows, grievance processes, background screening, and performance management. Collaborates with other Strategic ER team members and THR Project Managers in the delivery and interpretation of ongoing programs and services such as policy and programs, reduction in workforce, and employee surveys. Assists with onsite Entity HR Operations as needed. 20%
System Initiatives:
Conducts research, development, and implementation of system initiatives to determine applicability and risk level. May serve as Project Managers and Change Management Practitioners. Designs, builds and implements new and sustainable HR programs and infrastructure in collaboration with HR Operations leadership. Is active with the maintenance of ongoing programs and services and delivers Values-Based Results. Strategically creates change management programs and plans that include governance models, tools, and technology to support strategic corporate objectives. 20%
Learning and Development:
Researches, creates, and conducts training for Human Resources, Leaders, and employees in areas that fosters employee engagement and retention including, but not limited to, performance management, conflict resolution, policy education, survey data feedback, as well as the grievance and investigation processes. Participates in professional development opportunities. 20%
Salary : $1,000 - $1,000,000