Senior Employee Relations Analyst

GENERAL STATEMENT OF DUTIES
Under general supervision, performs a variety of highly responsible advanced analytical activities in support of the Human Resources Employee Relations division.

DISTINGUISHING FEATURES OF THE CLASS
Reporting to the Employee Relations Manager, an incumbent in this class performs advanced duties handling complex issues related to employee conduct, performance management, disciplinary actions, grievances, investigations, discrimination, harassment and retaliation (DHR), leaves administration, including Family Medical Leaves Administration (FMLA), Americans with Disabilities Act (ADA) interactive process, unemployment appeal claims and hearings. The incumbent will also serve in a consultative role to employees at all levels in the organization providing support and guidance on the interpretation and application of County regulations, procedures and related federal and state laws to all departments. The incumbent will communicate effectively with employees and management on a one-on-one or group basis; make and communicate decisions independently; and may work in a project lead capacity assigning, reviewing, and guiding the work of others. This position is distinguished from an Employee Relations Analyst by scope and complexity of work, increased independence in decision making, and may work in a lead capacity assigning, reviewing and guiding the work of others.

DUTIES AND RESPONSIBILITIES

Essential Duties and Tasks Include, But Are Not Limited To:

• Responds to complaints and policy violations; provides guidance and recommendations to departments related to discipline, misconduct, performance and employee relations matters;

• Assists departments with the review of disciplinary actions, coaching and other oral or written communications regarding an employee’s performance;

• Reviews and edits written content for clarity, grammar, spelling and consistency for a third party audience;

• Develops corrective action plans and targeted intervention strategies to address performance and/or conduct concerns;

• Investigates Title VII complaints including conducting interviews, collecting information and drafting responses to include findings and recommendations; communicates findings to the ER Manager, Assistant HR Director, HR Director, County Administration and departmental staff involved;

• Assists with the grievance process and coach managers on an appropriate response;

• Assists with developing responses to EEOC within the required timeframe;

• Performs research; prepares clear and concise reports; participates in the development and facilitation of presentations, trainings and workshops;

• Advises employees and management on the interpretation and application of County personnel regulations, State and Federal employment laws; and provides information on legal updates;

• Establishes highly effective working relationships with internal clients, employees and management on employee relations issues;

• Responds to inquiries and delivers exceptional customer service and demonstrates ongoing collaboration through accountability, commitment and teamwork;

• Processes Division of Employment Security (DES) Notice of Claims requests for information and ensures proper documentation is provided to the State within the required timeframe. Inputs response in the DES Sides system and attaches all required documentation;

• Conducts research, analyzes data, tracks trends, and prepares written and statistical reports on a variety of employee relations topics; assists with recommending service delivery methods and modifications to County programs, policies and procedures;

• Serves as a point of contact for ADA in the assigned service area;

• Facilitates the interactive process with employees for ADA and religious workplace accommodations;

• Processes employee relations transactions and updates the HRIS system and related recordkeeping;

• Participation in the exit interview process, follow up with departing employees for any clarification or compliance concerns;

• Participates in project teams; and assists with the implementation of employee relations programs and activities; may be assigned special projects;

• Triages other human resources inquiries and/or matters that require consultation to the assigned human resources divisions;

• Maintains strict confidentiality;

• Performs other duties as assigned.

RECRUITMENT STANDARDS
Knowledge, Skills, and Abilities
• Knowledge of North Carolina General Statutes – Chapter 126 and public sector human resources requirements;
• Knowledge of state and federal employment laws relating to (e.g., Title VII of the Civil Rights Act of 1964, Americanswith Disabilities Act (ADA), Fair Labor Standard Act (FLSA) and Family Medical Leave Act (FMLA), Pregnant Workers Fairness Act (PWFA), Age Discrimination in Employment Act (ADEA)
• Knowledge of the County’s regulations and departmental procedures;
• Skill in use of research and analytical methods, practices, and procedures to define and resolve issues;
• Skill in using MS Office Suite, HRIS systems, related software and technology;
• Ability to exercise initiative, sound judgment and defend decisions;
• Ability to manage multiple projects independently in a fast-paced organization with competing priorities;
• Ability to plan and organize work schedule and work independently as well as in a team;
• Ability to collect, compile, and analyze statistical information and data; make complete and accurate analysis, reports, and recommendations;
• Ability to tactfully and effectively handle interpersonal interactions at all levels and handle highly sensitive interpersonal situations.
• Ability to understand, interpret, and apply policies and procedures as well as applicable Federal and State laws, and regulations to solve complex problems;
• Ability to establish and maintain effective working relationship with the management team, supervisors, department heads, employees, and the general public


MINIMUM QUALIFICATIONS:
• Bachelor’s Degree or higher in Human Resources Management, Public Administration, Business Administration, or a closely related discipline;
• 4+ years of human resources experience;
• 2+ years demonstrating progressively responsible technical experience within employee/labor relations.
• Proficient with Microsoft Office Suite, particularly Excel, Word, PowerPoint.

PREFERRED QUALIFICATIONS:
• Management or leadership experience.
• Employee relations experience with a public sector agency.
• PHR/SPHR or SHRM CP/SCP Certification.
• PSHRA-CP or PSHRA-SCP Certification.
• Mental Health First Aid Certificate.
• Power BI data analysis

Physical Demands

An employee in this position must be able to physically perform the basic life operational functions of kneeling, crouching, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping, feeling, talking, hearing, and repetitive motions. The employee must be able to perform light work exerting up to 10 pounds of force routinely and/or in excess of 20 pounds of force occasionally to lift objects.

Working Conditions

Workspace consists of a normal office environment. No adverse environmental conditions.

May Require Driving
This position may require driving for this position whether driving a County owned or personal vehicle to conduct county business such as but not limited to attending conferences, meetings, or any other county related functions. Motor Vehicle Reports may be verified for valid driver's license and that the driving record is compatible with the county's driving criteria.
If a personal vehicle is operated for county business proper insurance is maintained as per Guilford County's vehicle use policy.

Special Note

This generic class description gives an overview of the job class, its essential job functions and recommended job requirements. However, for each individual position assigned to this class, there is available a completed job description with physical abilities checklist which can be reviewed before initiating a selection process. These job descriptions can provide additional detailed information on which to base various personnel actions and can assist management in making legal and defensible personnel decisions.