Sr. Manager, Employee Relations

Medica Health Management LLC; Minnetonka (MN); On-site; USD 111,000 - 191,000; Full time

Job summary

An established industry player is seeking a strategic HR leader to manage employee relations and compliance. This pivotal role involves overseeing investigations, coaching leadership, and developing corporate policies. The ideal candidate will have extensive experience in HR and employee relations, along with a strong understanding of compliance regulations. Join a dynamic team that values collaboration and continuous improvement, and contribute to a workplace that prioritizes employee well-being and engagement. This is an exciting opportunity to shape HR practices and drive positive change within a forward-thinking organization.

Benefits

Competitive medical, dental, and vision benefits

Generous PTO and paid volunteer time off

401K contributions

Caregiver services

Incentive plan compensation

Qualifications

• 7-10 years of HR experience with a focus on Employee Relations required.
• PHR/SPHR accreditation highly preferred.

Responsibilities

• Manage employee relations issues, investigations, and recommendations.
• Oversee HR compliance programs and corporate policy development.
• Consult with leadership on HR issues and departmental improvements.

Skills

Employee Relations Management

HR Compliance

Coaching and Consulting

Problem Resolution

Policy Development

Education

Bachelor’s degree in Human Resources

Master’s degree preferred

Job description

This position is a key role within the Human Resources department and has management level responsibility for employee relations activities and HR compliance issues for Medica. Working closely with the other members of the HR team, business leaders, employees and other departments (compliance, legal, etc.) in the organization, this person will manage all aspects of employee relations and compliance activities and programs. As a business partner to all Medica departments, this position will coach/consult leadership on various HR, departmental and organizational subjects. This position will provide oversight and direction to the Employee Relations team members in this department.

Accountabilities:

Manage Employee Relations Issues and associated processes

• Manage staff supporting the Employee Relations function and their investigations, recommendations, workload, etc.
• Investigate and respond to employee and leader issues such as employee complaints, harassment allegations, and civil rights complaints.
• Manage exit interview process and analyze data and make recommendations to the leadership team for corrective action and continuous improvement.
• Manage problem resolution of employee relations issues proactively and reactively, tracking and trending of data & feedback.
• Provide expertise on managing employees through training, coaching, deliverables, etc.

Manage and Oversee HR Compliance program

• Develop, recommend and implement corporate policies and procedures. Create and maintain employee online handbook of policies and procedures. Assist departmental content stakeholders in creating and updating of functional corporate policies and procedures.
• Manage process for Sanctioned and Excluded Party background checks.
• Manage annual state and federal affirmative action compliance programs.
• Responsible for compliance with Federal and State legislation pertaining to all employee issues to include knowledge of industry trends and employment legislation.
• Monitor and respond to unemployment claims and assist departments with appeals. Investigate and respond to all EEOC and/or NLRB charges.

Lead/facilitate cross-functional department meetings regarding employee issues, policies and practices.

• Consult/coach leadership on department issues. Effectively recommend hiring, promotion, termination, disciplinary, and commendatory actions of all assigned department staff.
• Evaluate 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 staff.

Requirements:

• Bachelor’s degree in Human Resources, business management or related field; or equivalent combination of education and experience.
• Masters degree preferred in Human Resources or related field.
• At least 7-10 years of related experience in Human Resources, Employee Relations specific experience required.
• Corporate Compliance program experience preferred.
• PHR/SPHR accreditation highly preferred.

This position is a hub-based role which requires onsite presence. Frequency is determined by business need as decided by leadership and may be up to 2-3 days a week. To be eligible for consideration, candidates must reside within a commuting distance to our Minnetonka, MN or Madison, WI office.

The full salary range for this position is $111,200 - $190,600. Annual salary range placement will depend on a variety of factors including, but not limited to, education, work experience, applicable certifications and/or licensure, the position's scope and responsibility, internal pay equity and external market salary data. In addition to base compensation, this position may be eligible for incentive plan compensation in addition to base salary. Medica offers a generous total rewards package that includes competitive medical, dental, vision, PTO, Holidays, paid volunteer time off, 401K contributions, caregiver services and many other benefits to support our employees.

The compensation and benefits information is provided as of the date of this posting. Medica’s compensation and benefits are subject to change at any time, with or without notice, subject to applicable law.

We are an Equal Opportunity employer, where all qualified candidates receive consideration for employment indiscriminate of race, religion, ethnicity, national origin, citizenship, gender, gender identity, sexual orientation, age, veteran status, disability, genetic information, or any other protected characteristic.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)