Manager Employee Relations

Salary: $72,038 - $87,029 Annually (GS.13E)

Work Hours: Monday - Friday, 8:00 A.M. - 4:30 P.M (EST)

*Hours may vary due to work assignments or projects.*

Work Location: City Hall, 101 East 11th Street

FLSA Status: This is an Exempt position.

Department: Human Resources

CLASSIFICATION SUMMARY:

Incumbents in this classification are responsible for overseeing the activities and production in the organization, ensuring development and implementation of efficient operations and cost-effective systems to meet current and future needs of the organization. The position serves as a lead consultant to management and the HR Business Partners on human resource employee-related issues.

The role assesses and anticipates departments’ employee-related needs, communicating needs proactively with HR and department administrators. The Manager, Employee Relations develops and designs processes for effective solutions. Maintains an expert level of knowledge about EEO, ADA, Employee Relations, Labor Relations, and Investigations. This position also provides leadership to the Sr. HR Business Partners and HR Business Partners.

SERIES LEVEL:

The Manager Employee Relations is a stand-alone position.

ESSENTIAL FUNCTIONS: (The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all employees in this classification, only a representative summary of the primary duties and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional, position-specific duties.)

Provides leadership and management to the Sr. HR Business Partners and HR Business Partners to support the City’s goals, objectives, and service requirements.

Assists with recruiting, interviewing, hiring, and training new staff members in the department.

Establishes, implements, and communicates the strategic direction of the organization’s operations.

Collaborates with Human Resources leadership and other department leaders to develop and meet goals and objectives.

Identifies, recommends, and implements new processes to improve and streamline operations.

Establishes, communicates, and implements operations-related policies and procedures to ensure effective and consistent support and execution.

Presents periodic performance reports and metrics to the CHRO and other leadership.

Maintains knowledge of emerging trends in operations management.

Identifies training needs for staff and ensures proper training is developed and provided.

Oversees the daily workflow of the department.

Conducts performance evaluations that are timely and constructive.

Handles discipline and termination of employees as needed and in accordance with company policy.

Establishes quantitative and qualitative metrics, guidelines, and standards by which the organization’s efficiency and effectiveness can be evaluated; identifies opportunities for improvement.

Reviews, analyzes, and evaluates processes and procedures.

Implements policies and procedures that will improve day-to-day operations.

Ensures work environments are adequate and safe.

Communicates and explains new directives, policies, or procedures to managers; for major changes, meets with entire operations staff to explain changes, answer questions, and maintain morale.

Improves customer service and satisfaction through policy and procedural changes.

Leads coordination and integration of efforts among departments to produce smoother workflow and more cost-effective business processes.

Projects a positive image of the organization to employees and community.

Conducts monthly meetings with respective departments.

Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.

Maintains in-depth knowledge of legal requirements related to day-to-day operations, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.

Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

Provides guidance and input on organization restructures, workforce planning, and succession planning.

Identifies training needs for department and individual leadership coaching needs.

Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.

Must meet regular attendance requirements.

Must be able to maintain good interpersonal relationships with staff, co-workers, managers, and citizens.

Must accomplish the essential functions of the job, with or without reasonable accommodations, in a timely manner.

Performs other duties as assigned.

DEPARTMENT SPECIFIC DUTIES (if any):

None

MINIMUM QUALIFICATIONS:

Bachelor’s degree in HR, Business, or Public Administration and four (4) years of strategic HR experience specializing in EEO/ADA compliance, labor relations, complex employee issues, and workplace investigations; or any combination of equivalent experience and education. Experience in supervising Human Resources professionals and processes preferred.

LICENSING AND CERTIFICATIONS:

Valid Driver’s License

SHRM-CP, PHR, or SHRM-SCP preferred.

KNOWLEDGE AND SKILLS:

Knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws. Must possess knowledge of and demonstrate ability to lead and develop Human Resources staff members.

Skills include the ability to understand business acumen and engage in consistent ethical practices. Strong communication skills and the ability to effectively consult with all levels of an organization. Possess cultural awareness and the ability to develop and maintain productive working relationships.

PHYSICAL DEMANDS:

Positions in this class typically require fingering, grasping, talking, hearing, seeing, and repetitive motions.

WORK ENVIRONMENT:

Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

SPECIAL REQUIREMENTS:

Safety Sensitive: N

Department of Transportation - CDL: N

Child Sensitive: N

SUPPLEMENTAL INFORMATION:

This position requires pre-employment screening(s) that include: background check.

The City of Chattanooga, Tennessee is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

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