Employee Relations Manager

Job Code: 5800

Job Title: Employee Relations Manager

Salary Grade: 20

Department: Department of Human Resources

Bargaining Unit: N/A

Position Details: Civilian (non-sworn) / non-merit ranked / internal & external candidates

FLSA Status: Exempt

Probation Period: 12 months

Direct Appointment

Characteristics of the Position

General Overview

Under the supervision of the Director of Employee Relations, leads and assists on complex employee relations and Equal Employment Opportunity (EEO) matters, including conducting informal HR inquiries, resolving employee workplace conflicts, and recommending appropriate action where necessary. Works with and coaches supervisory and management staff through issues of employee conflict. Takes a proactive approach to identify and propose potential opportunities for improvement to enhance a cohesive and professional work environment, in accordance with the Sheriff’s Office’s policies and procedures. Demonstrates and maintains the ability to exercise discretion and prudent judgment in carrying out assigned responsibilities.

Key Responsibilities and Duties

Receive complaints of possible EEO violations, employee conflicts, and other workplace issues.

Conduct prompt and thorough informal HR inquiries into complaints made pursuant to the Sheriff’s Office’s Prohibition Against Discrimination and Harassment Policy to make an initial assessment of the relevant facts concerning the complaint. Additionally, determines the need for any immediate preventive or corrective action (e.g., temporary change in reporting structure).

Promptly and effectively communicates with complainant and others (e.g., supervisors) with relevant knowledge and information, as needed, to obtain necessary information to conduct/conclude an informal HR inquiry.

Perform due diligence in keeping detailed log and records of all complaints and HR inquiries. Ensures that tracking of complaints and documentation is completed in a timely and organized manner.

Assist in the resolution of employee workplace conflict complaints or concerns.

Recommend programs, strategies, and other collaborative activities to ensure policy compliance and prevent workplace conflict from occurring.

Mediate and utilize alternative resolution and problem-solving processes to resolve internal workplace concerns or complaints.

Take proactive steps to ensure compliance with the Sheriff’s Office’s Prohibition Against Discrimination and Harassment Policy, which may include but not be limited to training sessions or other collaborative efforts with supervisors, managers, other HR team members, and/or other internal departments (e.g., Department of Legal and Labor Affairs, Office of Professional Review, etc.).

Draft policies and procedures with prior approval by the Executive Director of HR and in consultation with necessary departments central to issues of employment and employee relations after identifying areas for organizational policy improvement.

Assist as needed to facilitate office-wide training for supervisors, managers, and employees to promote and help ensure effective communication between employees and management, compliance with relevant policies and procedures, and enhance a professional and collaborative workplace environment.

Educate staff on EEO issues, including discrimination, sexual harassment, retaliation, leadership development, and resolving workplace conflict in consultation with the Department of Legal and Labor Affairs.

Foster and maintain a strong and collaborative partnership with other internal departments, including but not limited to the Department of Legal and Labor Affairs and Office of Professional Review.

Perform and complete other duties and projects as assigned.

Knowledge, Skills and Abilities

Demonstrated ability to work independently consistent with policies, procedures, training, and directives by the Director of Employee Relations, Executive Director of HR, and/or counsel by the Department of Legal and Labor Affairs.

Ability to appropriately escalate matters to, consult with, and apprise the Director of Employee Relations, Executive Director of HR, and/or the Department of Legal and Labor Affairs, as needed or appropriate.

Ability to prepare for meetings to present matters and/or communicate relevant information in a productive, effective, and articulate manner.

Ability to impartially conduct confidential and thorough informal inquiries into workplace complaints.

Ability to effectively communicate with staff in various situations via phone, questionnaires, on-site, or in conferences.

Possess strong communication (oral and written), mediation, problem-solving, and interpersonal skills.

Ability to act professionally, remain calm, and maintain emotional intelligence under highly emotional situations.

Ability to act as a mediator between various department personnel and individuals and to effectively de-escalate situations, as needed.

Experience and skill in promptly and effectively handling and resolving workplace conflicts, complaints, and concerns with varying levels of complexity.

Must possess the ability to handle difficult and/or tense situations with tact and diplomacy.

Ability to communicate and interact effectively with diverse CCSO employees and wide range of management levels in order to explain policies and procedures.

Possess excellent writing skills and ability to write impartial reports, summaries, and/or notes based on information gathered during informal inquiries.

Skill and ability in conveying facts, analysis, conclusions, and recommendations in a concise and clear manner both oral and in writing.

Ability to handle a heavy complaint caseload and coordinate various projects in a timely manner while being attentive to details.

Strong analytical skills relative to the conflict resolution process and ability to elicit and evaluate information given by those involved.

Ability to facilitate training to front-line and supervisory/director level employees.

Excellent knowledge of applicable policies/procedures, best practices, and federal, state, and local laws and regulations concerning employment.

Minimum Qualifications

Experience preparing written reports and summary findings with supporting documentation that are fair, impartial, and represent the facts.

Experience in creating and implementing trainings/seminars for employees at all levels on harassment, discrimination, workplace conflict, and other related topics.

Experience inquiring about and resolving issues of workplace conflict (non-criminal), including but not limited discrimination, sexual harassment, retaliation, interpersonal, unprofessionalism, etc.

Knowledge of federal, state, and local laws and regulations applicable to areas of assigned responsibility, including EEO, Affirmative Action regulations, and other civil rights and employment laws.

Experience in mediation techniques/methods.

Bachelor’s Degree from an accredited college or university supplemented by at least five (5) years of supervisory experience and at least seven to eight (7-8) years full-time professional experience resolving workplace employee conflict issues, including discrimination, sexual harassment and retaliation allegations as an EEO professional working in a large organization.

Possess a valid driver’s license, proof of insurance, and the ability to operate a motor vehicle.

Knowledge of MS Office applications including Word, Excel, Access, and Outlook and possess general typing, filing, and word processing skills.

Preferred Qualifications

A Juris Doctor from an accredited law school.

Experience working in governmental workplaces.

Experience working with unions and unionized employees.

Experience working with diverse employee populations.

SHRM or HRCI certification.

Professional certification(s) in Employee Relations.

The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee’s normal line of work.

**Article EE, Civilian Recruitment and Selection Process, of the Sheriff’s Employment Action Manual (SEAM), applies to this employment process and can be found at the following link: https://www.cookcountysheriff.org/wp-content/uploads/2019/10/SEAM-Article-EE-Civilian-Recruitment-and-Selection-Process-10-17-19.pdf

Please note that there are no remote job opportunities, all positions are located onsite.

The Cook County Sheriff’s Office prohibits all unlawful discrimination in its hiring and promotional process.

All Cook County Sheriff’s Office employees must apply on the internal employment page to be considered; the application may be accessed via the SheriffNet site.

• Note: All Internal Applicants are subject to Cook County Promotional salary rules if selected.

I Certify that no Political Reasons or Factors were considered in any decision I made or action I took related to this Employment Action. Further, I do not know of or have any reason to believe that anyone else considered or took action based on Political Reasons or Factors with respect to this Employment Action.

EEO Statement

At the Cook County Sheriff’s Office, we value and embrace you. It’s our belief that diversity and inclusion is an essential component to our success as an organization. Accordingly, we are committed to provide a work environment free of discrimination and harassment. The Cook County Sheriff’s Office policy applies throughout the employment relationship—including recruitment, hiring, training, advancement, separation, and day-to-day practices. The Cook County Sheriff’s Office employment decisions will not be based on race, color and ancestry, religion, national origin, age, gender identity, sexual orientation, family or parental status, disability, medical history, genetic information, or any basis prohibited by applicable law. Employment decisions will be based on an applicant’s merit and qualifications, the position requirements, and our business needs.

Benefits

Health Insurance Program – Health insurance coverage includes medical, dental and vision care and is available for an employee and his/her eligible dependents.

Holidays – Thirteen (13) Holidays are granted in each Fiscal Year

Sick Leave – Granted sick leave is earned and accrued at the rate of one (1) day for each month of service and may be accumulated up to one hundred and seventy-five (175) working days.

Vacation Leave – Granted Vacation leave is earned and accrued, with employees having the opportunity to accrue fifteen (15) days within the Fiscal Year; Vacation leave accruals increase based on an employee’s anniversary date of employment.

Life Insurance – Basic term life insurance, equal to one (1) time the employee’s annual salary, is offered to every employee at no cost and the employee may elect to purchase supplemental coverage.

Pension Plan – Employees contribute into the Cook County Pension Fund and earn a prescribed percentage for each year of service; employees may be eligible for an annual annuity after ten (10) years of service and upon reaching a certain age based on when the employee started employment.

Deferred Compensation Program – Employees may elect to enroll in a deferred compensation plan, a tax deferred plan which may be used as a supplemental retirement option.

The 2025 Cook County Employee Benefits Overview can be viewed at https://www.cookcountyil.gov/sites/g/files/ywwepo161/files/documents/2024-10/OE25.Employee Benefits Overview_FINAL..pdf

Drug and Alcohol-Free Workplace

It is the policy of the Cook County Sheriff’s Office to provide a drug- and alcohol-free workplace for all members.

It is imperative that all Sheriff’s Office members are capable of devoting constant and uninterrupted attention to the performance of all assigned duties without risk to safety and security for themselves, other members, or the public. To ensure the goals of this policy are met, all Sheriff’s Office members shall be subject to drug and alcohol testing, whether mandatory, random, or based on reasonable suspicion.

INCLUSION

We welcome you—the whole you. Your background, your culture, your ethnicity, your unique experiences, your way of looking at the world. We truly believe that your individuality helps us create a diverse, inclusive, and inspired workplace in which every ethnicity, nationality, religion, elder status, family structure and gender identity is embraced and valued. We also welcome your passion for making the lives of children, your co-workers, and our organization better. Because as different as we are, that’s the common theme that will always keep us moving forward together. *Must be legally authorized to work in the United States without sponsorship.* This position requires successful completion of post-offer tests, which may include a background check, drug screen and/or medical examination. Falsification of any information in the application process will result in disqualification and ineligible for appointment to, or employment in, a position in the County service for a period of five years. For current Cook County Sheriff’s employees, such falsification may result in discipline, up to and including termination, and ineligible for appointment to or employment in a position in the County service for a period of five years. See Cook County Code of Ordinances, Article II, Sections 44-54 Unlawful Practices Relating to Employees and Employment - Penalty, 44-56 Political Discrimination; Cook County Employment Plan, Section V.N. Pre-Interview License and Certification Verification; Supplemental Policy No. 2014-2.13 Ineligible for Rehire List; and Cook County Personnel Rules 3.3(b) (7) (8) (18).

THE COOK COUNTY SHERIFF’S OFFICE IS AN EQUAL OPPORTUNITY EMPLOYER NOTE

As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules. “The Cook County Sheriff’s Office hiring process is governed by the Sheriff’s Employment Action Manual (SEAM) which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the Cook County Sheriff’s Office hiring decision. Cook County Sheriff’s officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County Compliance Officer. If the Cook County Compliance Officer sustains allegations of Political Reasons or Factors being considered, the Cook County Sheriff’s Office will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.”