- performing administrative activities related: Leave request, vacations, introduction letters, attendance according to the policies and procedures of company



- responsible to employees inquiries related to personnel in a manner that clarifies any issues and ensures a smooth implementation



- Project future trends in employee performance on a monthly, quarterly and annual basis.

- Share trends in voluntary turnover with front-line supervisors so that they can manage employee relations more effectively.

- Ensure the consistent application of workplace rules and policies to ensure fairness and avoid claims of discrimination

- Conduct appropriate layoff analysis in cases of projected reductions in force

- Effectively mediate disputes in your client groups, and address problem situations head-on

- Strengthen your progressive disciplinary writing skills when addressing issues that typically fall under the radar but that must be brought to the employees’ attention nevertheless

- Continue to focus on the legal aspects of employee relations to strengthen your get response and self-confidence when asked for initial recommendations by your clients

- Consistently involve the compensation team in any matters that potentially impact pay or payroll practices.

- Always share up front that you may have an obligation to disclose potential conflicts of interest with the company and cannot guarantee confidentiality

- Serve a front-line resource to both manager and employees who look to HR as a resource for confidential career advice and organizational best practices

- Engage in routine, one-on-one employee discussion in an effort to sustain two-way, free-flowing communication between management and staff level personnel

- Devise action plans and feedback sessions to maximize the value of the exit interview program

- Effectively advise the leadership team on identifying and adapting measurable goals regarding employee satisfaction

- Lead and conduct employee investigations with an eye toward reaching sound conclusion in an reasonable time frame

- Ensure that steps of progressive discipline are not skipped in the areas of substandard job performance or attendance

- Readily escalate cases of egregious misconduct to either termination or final written warning- even for a first offense

- Conduct employee meetings and walk-around sessions establishing effective continuity between HR and the workforce

Job Details

Preferred Candidate

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