Employee Relations Manager

Job Summary

The Employee Relations Manager plays a key role in implementing NAPA’s employee engagement and employee retention strategies by focusing on employee relations, policy interpretation and application, performance improvement, and employee investigations and interventions. Reporting to the Director, Employee Relations & HR Compliance, the Employee Relations Manager serves as a subject matter expert and primary contact for employee concerns, investigations, grievances, and performance improvement plans across their assigned location(s).

Responsibilities

• Conducts investigations and provides counseling into routine and/or complex inquiries and matters such as employee harassment and conflict, worker complaints and grievances, and workplace accommodations; discerns when additional investigation or involvement is required manages accordingly.
• Stays up to date on current and new company policies and assists with roll-out and downstream impact. Facilitates training related policies and programs as needed.
• Interprets and applies relevant U.S. laws and regulations to negotiate and resolve labor agreements, conflicts, and disputes; engages and consults with internal legal counsel as appropriate based on potential risk factors.
• Maintains documents and records for contract negotiations with employee and labor organizations; assists in recordkeeping related to employee corrective actions, grievances, terminations, and transfers.
• Tracks metrics on employee compliance, behavioral policy abuse and other employee relations trends within assigned region and identifies patterns in order to recommend solutions for improved organizational effectiveness and change.
• Maintains advanced proficiency with documentation processes and best practices for performance improvement records; assists with performance evaluation process as needed.
• Proactively partners with leadership to revise and deliver corrective action plans as needed.
• Influences stakeholders across the organization using interpersonal and communications skills, cultural competence, and balanced conflict resolution.
• Performs, evaluates, and analyzes exit interviews to make suggested improvements to leadership.
• Performs other duties as assigned.
  
  

Qualifications

• 3 years’ experience in human resources, employee relations, labor relations or related field.
• Proficiency with Microsoft Office applications – Outlook, Word, Excel, PowerPoint.
• Maintains confidential and sensitive information.
• Thorough understanding of laws, regulations and guidelines related to HR, employee relations, and negotiations.
• Has exceptional interpersonal, data analysis, conflict resolution, written and verbal communications skills. Demonstrates effectives time management, cultural competence, operational agility, and natural problem-solving abilities.
  
  

Preferred Qualifications

• Bachelor’s degree in Human Resources, Management, Psychology, Industrial/Organizational Psychology, or relevant discipline.
• Experience with employee relations and labor relations within a distribution center or retail environment.
• Experience with Workday.
• SHRM-CP or SHRM-SCP certification.
  
  

Leadership Skills

• Embodies the following values: serve, perform, influence, respect, innovate, team.
• Effectively communicates by motivating and inspiring others through clear and proactive communication.
• Delivers results and drives customer success by committing and focusing on outcomes to deliver results and making the customer the center of decisions.
• Makes balanced decisions and thinks strategically by being a forward thinker.
• Develops high-performing teams by providing inclusive leadership, attracting and developing world-class talent, providing ongoing feedback, and building trust across the organization.
  
  

People Capabilities

• Business Acumen: Must possess industry, organization, and financial knowledge.
• Strategic Consulting: Must be able to provide consultative problem-solving, as well as project and risk management competency.
• Relationship Management: Must promote collaboration, networking, persuasion and influence.
• Data Judgement: Must be able to provide data foundations, interpretation and storytelling.
• Talent Management: Provide strategic HR expertise, employee experience management, change management and technological savviness.
• Agility: Must lead with a growth mindset and drive innovation and iteration.
  
  

Physical Demands / Working Environment

• Must be able to work in a corporate office setting.
• Must be comfortable in a retail/store setting.
• Domestic travel estimated 40%-60% of the time.
  
  

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GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.