Employee Relations Manager
Technical & Quality metal structures manufacturing
Total years of experience :18 years, 0 Months
• Partner with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provide support and guidance to other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
• Administer various human resources plans and procedures for all Schools personnel; assists in development and implementation of personnel policies and procedures.
• Counsel and guide managers on appropriate performance management measures; assists managers in writing corrective action memos and other documentation; attends or conducts corrective action sessions as warranted; performs necessary follow-up.
• Analyze trends in compensation and benefits; research and propose competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Create learning and development programs and initiatives that provide internal development opportunities for employees.
• Oversee employee disciplinary meetings, terminations, and investigations.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Explaining human resources policies, procedures, laws, and standards to new and existing employees.
• Coach management and teams to promote and facilitate career growth and development.
• Maintain up-to-date knowledge about employment law as it relates to employee relations.
• Develop and implement all necessary policies and procedures to promote effective communication between management and staff and to encourage harmonious industrial relations.
• Supervise employee relations staff to ensure that they are appropriately motivated and trained and carry out their responsibilities to the required standards.
• Supervise the accurate and timely payment of all staff salaries and expenses, making the appropriate statutory deductions.
• Plan and organize the effective communication of all personnel policies to employees.
• Carry out all necessary research to provide information to support negotiations on pay and conditions.
• Advise managers on all aspects of employee relations and on the interpretation of agreements.
• Explain company compensation and benefit programs, such as medical, insurance, retirement, and savings plans, and enroll workers in specified programs.
• Administer the equal employment opportunity and affirmative action programs.
• Handle routine labour relations and human resource inquiries related to policies, procedures, and bargaining agreements; refers complex matters to appropriate management staff.
• Serve as the initial contact and liaison for intake and assessment of employee complaints.
• Conduct exit interviews, summarize findings, and discuss trends and concerns with senior management.
• Maintain up-to-date knowledge about employment law as it relates to employee relations.
• Assist with preparation of documents and records required for contract negotiations, meetings, and negotiations with employee and labour organizations.
• Arrange the payment of staff salaries through the computerized payroll system.
• Monitor and manage Sickness Absence Management, and work with managers to achieve an early conclusion, whilst following policy and sound procedures.
• Participate in the formulation of company Employee Relations policies and procedure.
• Ensure that all personnel records and data is held in accordance with Data Protection legislation.
• Ensure that all HR records and documentation is accurate and filed appropriately.
• Monitor employee relations key performance indicators and ensuring compliance by compiling a divisional monthly report with critical data, conduct audits to ensure standardised practices, best practices, legal
• Plan and implement company Recruitment strategy.
• Develop company’s policy for talent benchmarking, talent assessment and interviewing.
• Develop and recommend recruiting techniques to ensure a successful search in a given time frame.
• Perform analysis of organizational development and anticipate future employment needs.
• Analyse job requirements and prepare job descriptions and person specifications for recruitment, job evaluation and other purposes.
• Review job evaluation results to ensure that these are logical in relation to the whole organization.
• Develop and maintain efficient relationships with all hiring managers and administer all recruitment activities for various projects.
• Provide update all recruitment process and design all talent acquisition processes and provide support to performance and ensure effectiveness of all projects.
• Provide continuous improvement to all service levels and assist in effectiveness of all costs processes and supervise all vendor policies and programs for all recruitment services.
• Coordinate recruitment process for exempt and non-exempt openings; initiate and coordinate recruitment ads; review applications/resumes; assist managers with screening applicants; ensure offers are made in accordance with procedures; coordinates new hire paperwork to ensure compliance with human resources policies and procedures.
• Partner with managers to plan, analyze, and develop staffing needs ar.id determine organizational structure.
• Conduct new hire employee orientations, apprise employees of benefit options, and accurately complete requisite paperwork for new staff members.
• Counsel employees regarding human resources policies, procedures, and practices.
• When directed conducts special human resources studies in a variety of areas such as pay practices, turnover, etc.
• Identify employee needs with regard to performance problems, training options, and career development and make recommendations accordingly.
• Provide input to managers in regard to potential enhancements to current personnel practices; assist in evaluation of reports, decisions, and results of department in relation to established goals; recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
• Provide human resources-related training and may act as trainer for training development as needed and appropriate, addressing areas such as performance counseling and employee relations issues.
• Assist in the administration of all personnel policies and procedures.
• Provide advice to line managers on best practice in all aspects of employment, including company policies and legislation.
• Develop, implement and monitor all required personnel procedures relating to staff terms and conditions of employment to ensure that the company complies with legal requirements and best practice.
• Prepare letters, policies and other documents in relation to terms and conditions of employment to ensure that the company complies with legal requirements.
• Maintain all necessary personnel records to effectively monitor sickness levels, implementation of equal opportunities policies, staffing levels etc.
• Maintain up-to-date and accurate lists of jobs and vacancies within the organization to be able to identify staffing needs.
• Carry out all administrative arrangements for those attending a selection process, including arranging tests and providing suitable arrangements for applicants with special needs.
• Set up and maintain a personal file for every new employee and ensure that these are maintained in an accurate and up-to-date manner.
• Maintain the personnel database and prepare reports as required to provide information to management.
• Maintain the staff handbook in an accurate and up-to-date condition.
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