Employee Relations Manager in San Angelo, Texas at Shannon Health

Employee Relations Manager

Job Summary

The Employee Relations (ER) Manager reports directly to and is under the direct supervision of the Director of Human Resources. This position will oversee all Employee Relations Partners, the Employee Relations Specialist, and the Leave Specialist, along with the activities, policies, processes, and procedures related to Employee Relations. The ER Manager will demonstrate Employee Relations expertise, excellent judgment, and highly developed analytical, interpersonal, problem-solving and communication skills.

This position will set the strategy for Employee Relations and support their team in handling workplace concerns, complex personnel issues, and action plans, and will provide intervention as necessary. The ER Manager will work extensively with management to identify opportunities to proactively and preventatively address common Employee Relations issues and will provide guidance and coaching to managers of all levels to address employee behavior and performance areas. The ER Manager will also provide oversight for leave administration processes, including FMLA, ADA, and other employer-offered leave programs, ensuring compliance with applicable laws and coordination with managers and employees.

The ER Manager will stay attuned to organizational and operational changes across Shannon to identify potential Employee Relations risks and develop plans to address them proactively. The ER Manager will guide the team to think strategically, use best practices, and maintain a solid understanding of HR. Oversight also includes monitoring and assisting in turnover reduction, guiding the team in leadership development opportunities, and supporting content creation for training initiatives.

Supervises the Following Positions

Positions: Employee Relations Partner(s), Employee Relations Specialist(s), Leave Specialist(s)

Physical Requirements

• The ability to perform the duties and responsibility of the position, with or without reasonable accommodations for disabilities.
• The ability to consistently lift, push or pull loads of up to fifty (50) pounds. (Unless nursing 50)
• Sufficient strength, mobility and stamina to make frequent location and position changes, assist with patient care, and perform other physical activities of average difficulty.
• Candidates whose disabilities make them unable to meet the requirements will still be considered fully qualified if they can perform the essential functions of the job with reasonable accommodations.
• May be exposed to infectious or contagious disease.
• May have to handle emergency situations.
• May be subject to irregular hours.
• May be required to wear protective equipment such as eye protection, face protection, masks, sterile/nonsterile gloves, isolation gowns.
• May be exposed to toxic/caustic/chemicals/detergents.
• Physical activities include continuous sitting, and occasional walking, standing, bending, squatting, climbing, kneeling and twisting.
• Activity Conditions (Occasionally, Frequently, Continuously):
  • Sitting- Occasionally
  • Walking- Continuously
  • Standing- Continuously
  • Bending-Frequently
  • Squatting- Frequently
  • Climbing-Occasionally
  • Kneeling-Occasionally
  • Twisting-Occasionally

Visual and Hearing Requirements

• Must be able to see with corrective eye wear.
• Must be able to hear clearly with assistance

Working Conditions

Primarily Works in a well-lighted and air-conditioned environment with period of heavy workload and stress. This role may include working in less-than-ideal home conditions, which can include exposure to extreme temperatures and environments that may not meet typical cleanliness standards such as clutter, unkept surfaces, and homes with pets. Works in various conditions.

Performance: Essential Functions

Decision Making: Ability to make decisions and takes appropriate action based on the information they have. Recognizes own limitations and consults with the supervisor, manager, or team member when appropriate.

Time Management: Works efficiently and manages duties to ensure that tasks are completed with accuracy and within the scheduled shift or reasonable amount of time.

Quality & Quantity: Demonstrates accurate, knowledge and skill to carry out job duties. Follows departmental work policies and procedures. Speed and consistency of output and time utilization of job duties.

Computer Knowledge & Electronic Equipment Use: Demonstrates ability to consistently utilize electronic equipment and online computer programs to perform job duties, including electronic documentation, and order entry.

Resource Utilization: Consistently utilizes and maintains supplies and equipment to minimize lost charges and unnecessary equipment repair-replacement.

Confidentiality: Adheres to established policies on privacy and security requirements for compliance with the Health Insurance Portability and Accountability Act (HIPAA), as applicable by Shannon Policy.

Performance: Position Specific Essential Functions

Employee Relations & Issue Resolution

• Overseeing the management of employee relations processes and procedures to enable effective management, conflict resolution, and problem solving.
• Conducting, overseeing, and/or otherwise assisting with employee relation issues to manage employee concerns and grievances and to identify and implement appropriate employee action and accountability practices.
• Identifying a fair and inclusive process appropriate for employee concerns or grievances including overseeing employee fact-finding and ensuring adherence to employee relations policies and practices.
• Maintaining the highest level of integrity when managing employee relations issues and reported matters.
• Overseeing the use of effective documentation techniques and maintaining accurate, confidential records regarding all reported matters and fact-finding documentation.

Strategic Support & Leadership Coaching

• Providing strategic support, thought partnership, and coaching to all levels of the company.
• Providing guidance and coaching to managers of all levels to address employee behavior and performance.
• Providing guidance and assisting with the development and delivery of appropriate performance feedback or action plans including corrective/disciplinary actions.
• Interpreting and applying understanding of personnel policies, employment law, and other regulations to provide guidance or clarification for ER matters.
• Works closely with leadership and employees to improve work relationships, build morale, and increase productivity and retention.

Organizational Awareness & Risk Management

• Staying attuned to organizational and operational changes across the company to identify potential employee relations risks and develop proactive plans.
• Conducts regularly scheduled meetings with respective departments to provide guidance on HR-related matters, and provides input on departmental restructures, workforce planning, and succession planning.
• Creates surveys and analyzes trends and metrics to develop solutions, programs, and policies.

Orientation, Training & Development

• Oversees and supports New Hire Orientation.
• Supports New Leader Onboarding, and participates as a facilitator for leadership training.
• Ensures evaluation and monitoring of training programs for effectiveness.
• Oversees the communication of accurate information to employees and applicants about general benefits, policies, procedures, and practices in a timely manner.

Leave & Accommodation Administration

• Provides oversight and guidance to the Leave Specialist in administering FMLA, ADA, and other employer-offered leave programs.
• Ensures compliance with all applicable laws and regulations related to leave and accommodations.
• Supports the return-to-work process for employees returning from leave, ensuring coordination between employees, managers, and HR.
• Advises on the interaction of leave laws with other benefits (e.g., paid time off, extended illness bank, disability) and ensures fair application across the organization.

Documentation, Compliance & HR Guidance

• Provides day-to-day performance management guidance to leadership (e.g., coaching, counseling, career development, disciplinary actions).
• Compiles documentation based on requests from various stakeholders.
• Ensures accurate, timely submission and response to Texas Workforce Commission (TWC) unemployment notices, claims, and hearings, providing oversight to ER staff handling these cases.
• Performs other duties as assigned.

Management Responsibilities

The Employee Relations Manager provides direct supervision and guidance to the Employee Relations Partners, Employee Relations Specialist, and Leave Specialist. Responsibilities include, but are not limited to:

• Reviewing and approving timecards and PTO requests to ensure accuracy, accountability, and appropriate staffing coverage.
• Overseeing scheduling and workload distribution for Employee Relations team members to ensure departmental needs are met.
• Conducting performance evaluations, providing constructive feedback, and supporting career development for team members.
• Offering coaching, mentoring, and day-to-day support to lower-level staff to build capability, independence, and alignment with organizational standards.
• Monitoring attendance, punctuality, and adherence to work expectations, intervening when corrective action is necessary.
• Ensuring team compliance with all internal policies, HR best practices, and regulatory requirements.
• Acting as a role model for professionalism, integrity, and accountability within the HR Department.
• Supporting an inclusive, collaborative, and high-performance team culture.

Qualifications

Education

• Required
  • High School Diploma, GED, or equivalent
• Preferred
  • Bachelor’s degree in Human Resources, Business Administration, Psychology, Communication, or related field
  • Master’s degree in Human Resources, Business Administration, Healthcare Administration, or related field

Experience:

• Preferred
  • Experience handling complex Employee Relations issues, investigations, and disciplinary actions in a healthcare or large organizational setting.
  • Prior responsibility for leave administration oversight (FMLA, ADA)

Certification/Licensure:

• Required
  • Valid Texas Driver’s License
  • Auto Liability Insurance
• Preferred
  • Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) from HRCI or;
  • SHRM Certification Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP)