What are the responsibilities and job description for the Employee Relations Manager position at Jupiter Medical Center?
Ranked #1 for Safety, Quality and Patient Satisfaction, Jupiter Medical Center is the leading destination for world-class health care in Palm Beach County and the greater Treasure Coast.
Outstanding physicians, state-of-the-art facilities, innovative techniques and a commitment to serving the community enables Jupiter Medical Center to meet a broad range of patient needs. Jupiter Medical Center is the only hospital in Palm Beach, Martin, St. Lucie and Indian River counties to receive a 4-star quality and safety rating from the Centers for Medicare & Medicaid Services (CMS).
Education
- Bachelor’s degree in Employee Relations, Human Resources or related field required.
- Master’s degree in human resources, Business, HR Management, or related field preferred.
Experience / Qualifications
- SHRM-CP or SHRM-SCP certification preferred
- 5 years of Human Resources Experience
- 3 years minimum employee relations experience, manager experience preferred
- Hospital / Healthcare experience preferred
- Experience with Joint Commission guidelines preferred
- Excellent customer service skills
- Excellent oral and written communication skills.
- Thorough understanding of state and federal laws concerning labor relations.
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
- Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations.
- Proficient with standard MS Office suite of products
- Ability to work with limited supervision
- Must be organized and ability to prioritize work
Position Summary
The Employee Relations Manager will oversee the employee relations program for the organization under the direction of the Human Resources Director of Employee Realtions. This position must drive a progressive, proactive, positive employee relations culture and increase levels of engagement, enablement, and retention. Understand the necessity and value of building and maintaining collaborative working relationships with leadership partners.
- Works in collaboration with employee relations specialist to partner with leaders to develop appropriate action plans to address employee behavioral and/or performance deficiencies.
- Oversees and conducts employee investigations, analyze organizational issues, and work in partnership with HR Leadership to develop and execute plans to address problem areas.
- Guide, train, and direct business partners on the execution of HR policies and processes to ensure, appropriate legal (EEO, ADA, FMLA, etc.) and organizational compliance.
- Collects and analyses data and present the trends across employee relations cases to assess organizational needs and assist HR leadership in diagnosing root cause problems that impact overall organizational health.
- Provide counseling and direction to employees, facilitate communication, and help resolve conflicts that impact employee engagement.
- Assist in implementing the organization’s performance management process through coaching, educating, and providing feedback to department leaders.
- Manages the employee performance review process to ensure employees are performing at the expected level.
- Maintain, produce, and analyze employee related reporting.
- Maintain knowledge and awareness of all federal, state, and local labor and wage and hour laws.
- Proactively provide specific tools and resources as it relates to the overall improvement of workplace culture.
- Maintain proper documents in employee files.
- Perform other duties as assigned.
- Researches and explains laws and legal affairs concerning employment to managers, supervisors, and employees.
- Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. Develops further training as needed.
- Performs other related duties as assigned.
- Educates and supports the management team with regards to HR policies, procedures and standards including the company's performance management system, our progressive discipline procedures, as well as partnering with Department Leadership to ensure consistent and fair application.
- Maintains knowledge of industry trends and employment legislation and ensures organization's compliance.
- Maintains responsibility for organization compliance with federal, state, and local legislation pertaining to all personnel matters.
- Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed.
- Assists HR Director and executive management in the annual review, preparation, and administration of the organization's compensation program.
- Works directly with department managers to assist them in carrying out their responsibilities on personnel matters.
- Recommends, evaluates, and participates in staff development for the organization.
- Supervises the employee relations team members.
- Participates on committees and special projects and seeks additional responsibilities.
- Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations as required.
- Effectively uses and role models current leadership techniques and theories, encouraging the decision-making skills of staff members and providing insight and leadership in complex situations.
- Ensures that information disseminated to staff is monitored for effectiveness and changed as needed.
- Understands and enforces hospital and personnel policies and procedures.
- Performs other duties as assigned.
Leadership Competencies
Establishing Relationships
Builds effective networks, working relationships, and alliances with a broad range of stakeholders (both internal and external) in order to collaborate effectively within divisions and across boundaries. Can relate to all kinds of people regardless of background; find topics and common interests that can be used to build rapport with others.
Developing Talent
Provides guidance and feedback to help others strengthen knowledge/skills needed to accomplish tasks, solve problems, and perform effectively.
Inspiring and Motivating Others
Fosters commitment and cohesiveness by motivating, guiding, and facilitating cooperation within the department toward goal accomplishments. Can persuade others, build consensus, and ensure cooperation from others to gain genuine acceptance to accomplish “win-win” solutions.
Demonstrating Emotional Intelligence
Exercises self-leadership, self-awareness, and self-regulation; manages emotions so that they are expressed appropriately; leads others by showcasing adaptability, empathy, and social skills.
Acting with Integrity
Interacts with others in a way that is seen as direct and truthful; ensures confidence in individual and organizational motives and representations. Acts in a way that is consistent with personal and organizational values by keeping confidence, promises, and commitments. Clearly states goals and beliefs; informs people of their true intentions, does what they say they will do; follows through on commitments.
Acting Strategically
Aligns day to day activities around broader organizational goals and objectives; prioritizes resources based on the strategic objectives of the organization.
Being a Champion for Change and Innovation
Supports people in their efforts to try new things. Generates novel and valuable ideas and uses these ideas to suggest new or improved processes.
Communicating Effectively
Speaks and writes clearly, conveys information in a concise, organized, and logical manner. Listens attentively and exercises tact, discretion, and diplomacy when interacting with members of the department and across the organization.
Promoting Diversity and Inclusion
Treats all people with dignity and respect by being fair and consistent. Demonstrates an open-minded approach to understanding people regardless of their gender, age, race, national origin, religion, ethnicity, disability status, or other characteristics. Challenges bias and intolerance. Develops all-inclusive groups in the realms of social interaction and communication. Shows respect for the beliefs of others; encourages and promotes practices that support cultural diversity; discourages behaviors or practices that may be perceived as unfair, biased, or critical toward people with certain backgrounds.
Holding Self and Others Accountable
Sets clear performance expectations and objectives for self and others; evaluates work performance and provides feedback when needed. Accepts responsibility and accountability.
Physical Requirements
Requires sitting for long periods of time, also stooping, bending, standing, and stretching. Must have manual dexterity for typing and computer data entry. Able to work under a stressful environment, work independently, capable of making sound decisions, be detail oriented, alert, and self-motivated. Ability to push/pull up to 40lbs., carry and lift up to 20lbs.
Threshold Requirements
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These threshold requirements are required and completed yearly basis
- Annual Joint Commission mandatory education requirements, in-service and health requirements including attendance at new employee orientation
- TB/PPD Surveillance Program
- Maintenance of required professional licensing and/or certification(s)
- This is not necessarily an extensive list of all responsibilities, skills, duties, requirements, or working conditions associated with the job. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or require that other or different tasks be performed when circumstances change. I have reviewed these job requirements and verify that I can perform all essential functions of this position.
