EMPLOYEE RELATIONS MANAGER in Hattiesburg, Mississippi at Forrest General Hospital

The Employee Relations Manager reports directly to the System Director of Human Resources. This position works in collaboration with the System Director of Human Resources and the HR Regional Managers to oversee all aspects of the employee relations function, including developing/administering/revising policies, practices, and procedures for the purpose of enhancing the employer-employee relationship. This position will also promote and support the goals of Forrest Health. This position will ensure compliance with applicable federal and state employment and labor regulations. All Employee Relations and Leave related decisions for Forrest General will go through the Employee Relations Manager, with final approval by the System Director of Human Resources.

• Maintain and communicate Human Resources policies and employee handbooks.
• Participate in the design and delivery of general new employee orientation.
• Provide development opportunities and coaching to Forrest General’s leadership regarding applicable federal/state employment and labor regulations, work rules and human resources policies, relationship-building and communication strategies, performance management, conflict resolution, incident investigation and documentation, corrective and disciplinary action options, and contemplated employment termination action.
• Oversee the employment terminations process recommended by Forrest General leadership
• Ensure the inclusion of appropriate incident/action documentation in personnel records.
• Ensure employees are informed regarding their rights and responsibilities with respect to applicable federal/state laws and regulations.
• Ensure nondiscrimination and promote inclusion in the workplace.
• Oversee interactive discussions regarding accommodation of disability, pregnancy or religious beliefs.
• Oversee investigations regarding employee allegations of discrimination or violation of other federal/state laws and ensure corrective action as appropriate.
• Advise senior leadership regarding the utilization of best practices that minimize the likelihood of third-party representation.
• Oversee administration of leaves of absences.
• Oversee unemployment compensation cost control program, ensuring compliance with unemployment compensation regulations.
• Collaborate with other human resources functional areas regarding issues impacting the employer-employee relationship.
• Collaborate with other departments including, but not limited to, Corporate Compliance, Contracts and Legal Services, Education, Risk Management and Public Safety, to address employee issues of mutual interest.
• Coordinate Forrest General’s response to employee complaints made to federal and state regulatory agencies.
• Manage use of outside legal counsel in employment and labor matters.
• In the role of Health Stream Administrator, collaborate with the Education Department to design and manage the competency/performance assessment processes.
• Assist in regards to the resolution of problematic leave cases.
• In the role of KRONOS administrator, design the attendance tracking process and provide training and assistance to KRONOS Workforce Attendance users.
• Supervise and develop employee relations/leave staff.
• Perform other duties as assigned.

Performance Expectations:

• Maintain thorough knowledge of applicable Federal/State employment law and labor regulations. Stay abreast of current legislative, judicial and executive branch developments and trends.
• Effectively interpret and communicate, both orally and in writing, new and amended Federal/State employment and labor regulations to Leadership and staff.
• Establish and maintain the integrity of employee relations as a value-adding service function.
• Balance the roles of “corporate conscience” with “corporate advocate” in employee relations matters.
• Insist on consistency of corrective action and termination decisions/actions as they relate to the employer-employee relationship.
• Provide tactful redirection to Leadership in order to avoid employment discrimination, or the appearance thereof, and noncompliance with other Federal/State employment and labor regulations.
• Take advantage of opportunities to educate Leadership and staff when addressing employee relations matters.
• Stay abreast of current trends regarding best employee relations practices.
• Monitor employer-employee “climate” for signs of third-party intrusion, and advise Leadership regarding response.
• Provide innovative and creative recommendations to Leadership regarding resolution of employee issues.
• Recognize opportunities for leadership development, and provide effective solutions.
• Ensure effective use of Health Stream (competency/performance assessment process) and KRONOS (attendance management).
• Working in collaboration with the System Director of Human Resources and the HR Regional Managers, ensures the consistency of employee relations programs throughout Forrest Health.
• Take advantage of opportunities to eliminate waste and control expenses in areas of responsibility

Qualifications

Education/Skills

A minimum of a Bachelor's degree in human resources management, business, or behavioral science is required. May substitute a degree for significant and relevant experience.

Work Experience

Require a minimum of seven years' previous experience in human resources, including at least 3 years in an employee relations role. Human resources management experience preferred. Training and presentation skills are required.

Certification/Licensure

• HR Certification (SHRM_CP or PHR)

Preferred

Mental Demands

Frequently required to effectively communicate both verbally and in writing with varying levels of hospital administration, leadership and staff to provide guidance, facilitate understanding, promote consideration of alternative solutions or approaches, persuade, outline expectations and consequences, and/or influence thinking. Frequently required to employ effective questioning techniques, active listening skills and a combination of logical and intuitive reasoning to address concerns or suggestions, differentiate between opposing views, determine validity of statements, collect information for use in decision-making and problem-solving, or determine whether to assume the position of employee or hospital advocate. Often serves as a mediator to resolve conflicts between individuals. Regularly considers applicability of multiple federal and state employment regulations and engages in “if-then” reasoning when making decisions regarding employee disciplinary and termination matters. Regularly researches and interprets new employment regulations, which requires close attention to detail, and develops implementation policy. Frequently gathers and analyzes statistical data and other information for use in decision-making and budget preparation.