Sr Spec-Employee Relations

POSITION OVERVIEW:
Provide support to Employee Relations Advisors and all levels of employees ensuring education and compliance of company policies/procedures and applicable local, state and federal laws and regulations.

ESSENTIAL FUNCTIONS:

• Provide guidance to managers in the area of employee relations including formal disciplinary action ensuring decisions are made with consideration to fairness and precedent; refer complex situations to appropriate level
• Communicate and interpret policies and procedures and advise management regarding employee relations ensuring management decisions are in compliance with policies/procedures and federal/state regulations.
• Assist Employee Relations Advisors in investigations involving employees, supervisors and management in the areas of harassment, discrimination and other employee relations issues; propose recommendations as requested and ensure follow-up with impacted employees
• Assist Employee Relations Advisors with company litigation, including but not limited to, preparing case histories and organizing documentation for depositions, hearings and trials
• Partner with and build strong relationships with key partners including operations management and other Human Resources professionals, e.g., benefits, compensation, recruitment and training
• Assist with recruitment as needed.
• May counsel employees for career path, coordinate employee transfers/terminations and conduct exit interviews
• Identify negative morale trends and other concerns and assist in developing action plans to address such issues
• Collect data and prepare and/or assist Employee Relations Advisors in preparing reports and investigative summaries for review by HR management
• Ensure records are retained in accordance with laws and regulations and company policy. Assist management in the administration of HR paperwork
• Comply with all applicable laws/regulations, as well as company policies/procedures
• Perform other assignments (or duties) as required

Disclaimer: This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, essential functions and qualifications required of employees assigned to the job.

QUALIFICATIONS:

• Bachelor’s degree or equivalent work experience plus three (3) years’ experience with demonstrated proficiency in HR related responsibilities (3 years FedEx Freight Operations Leadership equals 1 year qualifying experience in HR/Employee Relations)
• Working knowledge of employment and wage and hour law
• Must be multi-tasked oriented and possess strong organizational skills
• Ability to handle and maintain confidential information
• Proven ability in problem-solving, analysis and independent judgment
• Ability to work under minimal supervisor and function effectively in situations that may be potentially adversarial
• Excellent written and verbal communication skills
• Possess sensitivity and tact in dealing with employees and management
• Experience using Microsoft Office Software, including but not limited to; Word, Excel, and Outlook and the Internet
• Able to follow instructions and complete required training

WORKING CONDITIONS:

Must be able to travel as needed

Hours may vary due to operational need

EST FedEx Freight, Inc
FedEx Freight is an Equal Opportunity Employer, including disabled and veterans. If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please e-mail at [email protected]. FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or 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.