Employee Relations Business Partner

Randstad USA; Boston (MA); Remote; USD 40,000 - 55,000; Full time

Job summary

A leading company is seeking an Employee Relations Partner to advise on employee relations issues, conduct investigations, and develop training programs. This role requires strong expertise in HR-related investigations and employment law. The position is fully remote but candidates must be located in the Boston area.

Qualifications

• 2-3 years in Employee Relations/Labor Relations Consultant or HR Business Partner roles.
• Experience with employee relations issues and investigations.

Responsibilities

• Advising HRBPs and Managers on employee relations issues.
• Conducting confidential investigations and preparing reports.
• Collaborating with HRBPs to address root causes.

Skills

Employee relations

Conflict resolution

Understanding of employment law

Education

Bachelor's degree

Job description

Employee Relations Partner

100% remote - Boston Area only

Working hours: 8:30-5, flexible

Type of contract - temp to perm potential

Contract Duration: 3 months to start

Compensation: $40- $55 depending on experience, looking for 3-5 years

Top 3 must haves: experience in HR related investigation, Employee relations skills such as conflict resolution and manager guidance, understanding of employment law

JOB OVERVIEW:

Under the direction of the Director of Human Resources—Employee Relations, the Employee Relations Partner is responsible for advising managers and HR Business Partners (HRBPs) at Brigham & Women’s Hospital (BWH) regarding employee relations situations and the interpretation of personnel policies, State/Federal and employment laws. The incumbent will provide comprehensive internal employee consultation throughout BWH, may be asked to prepare responses to internal and external complaints, conduct investigations, write reports, and present findings and recommendations. The incumbent will develop and evaluate overall employee relations trends/themes and proactively make recommendations to address root causes. The incumbent will assess and conduct training on employee relations and will partner with the HRBPs to implement recommendations to address employee relations issues. The incumbent may need to partner with MGB Centers of Excellence (COEs) including the Employee Relations/Labor Relations team as well as the Office of General Counsel, as needed.

Key Responsibilities include:

1. Advising HRBPs, Managers, and Executives system-wide concerning employee relations issues such as workplace violence, discrimination, harassment, substance abuse, abusive conduct, reductions in force, diversion, privacy breaches, etc.
2. Conducting sensitive, confidential, objective investigations, preparing reports, presenting findings, and making recommendations to address root causes. Consulting with ER/LR COE, HRBPs, and HR Leadership as appropriate.
3. Partnering with senior Employee Relations Consultants to develop and evaluate employee relations trends to understand and address root causes.
4. Collaborating with HRBPs, Learning & Organizational Development, Employee/Labor Relations, and local Employee Relations colleagues to address root causes, and educating employees, managers, and leaders on effective management practices.
5. Using data and analytics to guide managers in enhancing diversity and inclusion, supporting workplace culture, and improving employee engagement.
6. Partnering with ER/LR COE and the Office of General Counsel to prepare responses to complaints filed with agencies like MCAD, EEOC, etc., and potentially testifying at hearings and arbitrations.
7. Assisting with problem resolution cases, gathering documentation, and leading investigations as necessary.
8. Creating, customizing, and presenting workshops on employee relations issues such as Harassment, Progressive Discipline, Employment and Labor Laws, Workplace Violence, and ADA/FMLA.
9. Conducting climate surveys to assess environmental tone within departments and developing action plans to address issues.
10. Managing Interactive Dialogue for Reasonable Accommodations, partnering with Occupational Health, HRBPs, and leadership on complex cases.
11. Maintaining current knowledge of employment and labor laws.
12. Developing and updating employee relations policies and procedures.
13. Building positive working relationships with colleagues.
14. Supporting HRBP responsibilities related to Organizational Change, Data Analytics, Intervention and Coaching, Policy Interpretation, Training, etc.
15. Escalating issues to senior leadership as needed using independent judgment.
16. Performing other duties and projects as assigned.

Requirements:

Bachelor's degree or equivalent experience, plus 2-3 years in Employee Relations/Labor Relations Consultant or HR Business Partner roles, or equivalent experience. Must have experience with employee relations issues and investigations. Case management system experience is preferred.