Employee Relations/Labor Relations Consultant IV

Employee Relations/Labor Relations Consultant IV

This Employee Relations position also performs labor relations job duties as appropriate. These additional job duties may include, but are not limited to, the following: Conducting KP labor relations activities by preparing information for management to utilize during the collective bargaining process; collecting information on industrial labor relations programs to ensure compliance with the unions negotiated contract; providing information for resolve disputes or grievances between employees and management; researching labor policies; processing complaints from unionized employees; participating in arbitration processes as appropriate; developing new or revised union contracts; compiling labor statistical information; and maintaining records of wage and salary surveys or correspondence.

Essential Responsibilities:

• Practices self-development and promotes learning in others by proactively providing information, resources, advice, and expertise with coworkers and customers; building relationships with cross-functional stakeholders; influencing others through technical explanations and examples; adapting to competing demands and new responsibilities; listening and responding to, seeking, and addressing performance feedback; providing feedback to others; creating and executing plans to capitalize on strengths and develop weaknesses; supporting team collaboration; and adapting to and learning from change, difficulties, and feedback.
• Completes work assignments and supports business-specific projects by applying expertise in subject area; supporting the development of work plans to meet business priorities and deadlines; ensuring team follows all procedures and policies; coordinating resources to accomplish priorities and deadlines; collaborating cross-functionally to make effective business decisions; solving complex problems; escalating high priority issues or risks as appropriate; and recognizing and capitalizing on improvement opportunities.
• Conducts moderately complex to complex EEO and other HR investigations by collecting and analyzing quantitative and qualitative data; conducting interviews; making recommendations based on investigation findings; researching key business issues; identifying potential action steps; fully documenting investigation findings; providing updates to HR and business leadership; and providing input for the creation of corrective action plans for substantiated allegations.
• Supports and conducts reporting of Company employee information by collecting/organizing data and conducting analyses; completing, reviewing, and interpreting reports; influencing the development of database technologies to track key data (e.g., case management, investigation status); and identifying needs for new report templates or designs.
• Conducts employee relations training and assistance activities under the supervision of more senior employees by advising employees and management on policies, procedures, and documentation; providing needs assessments to inform training objectives; and partnering on the development and delivery of formal education and training.
• Supports ensuring regulatory compliance by monitoring regulatory changes; conducting analysis on regulatory impacts; reporting and escalating non-compliance as appropriate; raising issues and concerns; acting on advising on regulatory updates; and supporting the implementation of designated changes.
• Provides consulting to business line stakeholders on Human Resources policies, processes, procedures, laws and regulations by advising employees and management on policies, procedures, and documentation; researching and identifying concerns; coordinating problem resolution; staying abreast of and interpreting policies and regulations; providing input to the development of policies in partnership with cross-functional leadership; guiding managers on employee management, discipline, and terminations; and working with Legal to resolve issues.

Minimum Qualifications:

• Bachelors degree in Human Resources, Business, Social/Behavioral Science, Education, Public Administration, Liberal Arts, or related field and Minimum five (5) years experience in HR consulting, including at least 3 years in employee and/or labor relations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.

Additional Requirements:

Preferred Qualifications:

• One (1) year experience working in a unionized environment.
• Four (4) years experience conducting EEO and/or other HR investigations.
• Three (3) years experience working cross-functionally across departments, functions, or business lines.