Manager, Employee Relations in Wakefield, Rhode Island at South County Hospital

Job Summary

The Human Resource Manager will lead functions related to employee relations and the employee experience, including overseeing the delivery of such services by HR Team members. Ensures that new staff orientation and onboarding processes align with best practices and regulatory standards. Develops and maintains an engagement cycle to bolster engagement and retention, including new hire check-ins, performance management and development, and stay and exit interviews. Routinely analyzes and reports on trends relative to benchmarks and makes recommends for improvement to achieve a culture of high staff engagement, retention, and performance. Enforces SCH policies and practices and conducts sensitive investigations, assessing and making recommendations that align with SCH policies and applicable regulations. Champions a comprehensive recognition program that reinforces SCH values and mission.

• Leads in partnership with the Manager, Provider Recruitment & Talent Acquisition to achieve a harmonious and high performing HR department achieving departmental goals and KPI’s for areas of accountability.
• The Manager ensures that department processes and procedures align with best practices and regulatory standards, establishing standard work audits and ensure policies and procedures and standard work is consistently followed by staff.
• Educates leaders and HR team on applicable policies and practices.

Core Duties:

• Partners with the leadership team to understand and execute the organization's human resources strategy, particularly as it relates to employee relations and employee experience.
• Provides support and guidance to HR Business Partners, management, and other staff on complex, specialized, and sensitive issues; may be required to administer and execute routine tasks in delicate circumstances, such as providing reasonable accommodations, investigating allegations of wrongdoing, corrective actions and terminations in accordance with SCH policy. Monitors and ensures consistency and compliance with SCH policies, practices, and regulation.
• Champions, delivers and periodically enhances new staff orientation and onboarding, including new hire check-in’s and initial review processes to ensure new hires are optimally acclimated to their roles and SCH.
• Implements stay interview and development programs to illuminate retention risks, career development goals and opportunities and a system of interventions to bolster SCH staff development and retention.
• Ensures a comprehensive and effective exit interview process and review and reporting of turnover trends for key positions and organizational divisions or segments, recognizing what’s going well, and making recommendations for improvement where needed.
• Advises and trains managers and supervisors on policies and on the best employee relations practices and strategies for managing supervisor problems and employee grievances.
• Champions and administers a comprehensive recognition program to support staff engagement with executive leadership and to reinforce alignment with SCH guiding values, culture and the value of staff retention.
• Conducts research and analysis on human resource policies, employment issues, and SCH indicators of performance, staff feedback; makes recommendations for change.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources and employment law.
• May conduct employee focus groups, surveys or other to obtain input from key stakeholders.
• Creates learning and development programs and initiatives relative to areas of accountability.

Minimum Qualifications:

• Bachelor’s Degree in Human Resources, Business Administration, or related field required.
• A minimum of ten years of progressive human resource management experience is preferred with in-depth expertise in employee relations, and knowledge of applicable laws and regulations .

Required Certifications, Licensure:

• SHRM-CP or SHRM-SCP certification strongly preferred.