Description

Are you passionate about building a positive, respectful workplace culture?
Join our dynamic team at Collington, where every employee plays a vital role in supporting our mission to provide exceptional service to our team members.

We seek a Senior Employee Relations Manager to lead and strengthen employee relations across all community levels. In this key role, you will oversee workplace investigations, coach managers on performance management, ensure compliance with employment laws, and foster an environment of open communication and trust.

Position Summary
The Senior Employee Relations Manager (SERM) plays a key role in creating a positive, fair, and compliant workplace environment for all employees (team members). This individual will be a visible and approachable resource for team members, helping to resolve concerns with empathy, fairness, and discretion. The role involves managing and resolving complex team member relations issues, conducting thorough investigations, and ensuring alignment with organizational policies, legal requirements, and Collington's core values.
 
Working closely with the Chief People & Culture Officer (CPCO), the Senior Employee Relations Manager will be a strategic partner in proactively addressing team member concerns, supporting an effective performance management system, and helping cultivate an inclusive and respectful workplace culture.  
 
Essential Duties and Responsibilities:
 

Coaching and Development

• Coach and provide training and support to department managers on effective communication and conflict resolution techniques.
• Collaborate with CPCO and act as a point of contact for team member concerns, mediate conflicts, and ensure a positive work environment.
• Recommend solutions to address issues systematically (i.e., establishing new tools) while prioritizing team member experiences to maintain a safe and professional work environment.

 Workplace Investigations

• Lead the investigation process, including tracking and maintaining accurate documentation and developing comprehensive plans to drive timely closure.
• Conduct thorough, unbiased investigations into team member complaints, harassment, potential violations of organizational policies, and workplace conflicts in accordance with organizational policies and federal/state regulations, ensuring consistent and equitable outcomes.
• Objectively guide and coach managers through the investigation process and how to manage pre- and post-team member investigations.
• Collaborate with CPCO and exhibit sound judgment in recommending investigation outcomes, ensuring fair and equitable treatment of all team members.
• Collaborate with CPCO regarding team member relations and outside counsel on cases involving team members. 

Policy Compliance and Interpretation

• Interpret and apply organizational policies, procedures, and labor laws to ensure fair and consistent handling of workplace matters.
  Support policy development and updates to align with best practices and state/federal requirements.
• Collaborate with CPCO on team member and organizational policy matters before and throughout the team member investigation process.
• Serve as additional POC for interpretation of organizational policy and procedures for team members. 

  Team Member Engagement

• In collaboration with CPCO, the SERM serves as the point of contact for team members and assist in navigating the team member life cycle.
• Develop and implement engagement initiatives to enhance morale and retention.
• Review and recommend new methods, processes, and procedures to enhance the team member experience.
• Collaborate with the Learning and Development Manager to create mentoring programs and skills evaluations for learning and training opportunities.
• Develop and execute organizational Total Awards and Recognition Program.
• Collaborate with CPCO and participate in the HR department's strategic planning to ensure initiatives and activities support the department's strategic goals/priorities for team member engagement and experience.
• Ensure team member programs, policies, and practices are executed seamlessly.
• Manage and work effectively with department managers during the performance management process
• Develop and execute a proactive (SERM) strategy aligned with organizational core values. 

Benefits

• Manage workplace accident reporting and workers’ compensation process. 
• Point of contact for team members for interpretation and understanding of FMLA/STD/LTD use of such benefits. 

Data Analysis

• Use data and analytics to identify workplace trends and inform of recommendations. 
• Develop and maintain an HR Dashboard to include data analytics and produce quarterly reports to track metrics. 
• Develop and maintain data related to team member experience and engagement.
• Develop and implement initiatives that foster a positive work environment, promote team member engagement/satisfaction, and track and analyze the effectiveness of initiatives.

Requirements

Education and Experience

• A bachelor’s degree in employee relations, human resources, or a related field is required.
• Minimum of 10 years of professional human resources administration in a professional for-profit or non-profit environment; prior CCRC or Senior Living Community a plus.
• Minimum of 10 years of progressive employee relations experience, including conflict resolution and workplace investigations.
• Minimum of 7 years of implementing and executing employee relations best practices
• SHRM-CP or PHR certification is preferred.

 Technical

• Advanced skills and knowledge in MS Word, Outlook, Excel, and PowerPoint.
• Skilled and knowledgeable of UKG, formerly Ulti-pro, preferred, or other HRIS/ATS systems.

 Physical Demands

The physical demands described here represent those that an employee must meet to successfully perform the essential functions of this job with or without reasonable accommodation. Reasonable accommodation(s) will be determined on a case-by-case basis.

1. Must be able to stand and walk both short and long distances.
2. Must be capable of sitting in front of a computer for several hours each day.
3. Must be able to lift and/or carry objects that weigh less than 20 pounds.
4. May occasionally require evening and weekend hours for events and meetings.