Sr. Employee Relations Partner

**Experience managing reasonable accommodations programs in an academic healthcare environment highly preferred

As a part of the Employee Relations Team, the Sr. Employee Relations Partner provides a high level of expert consultation and partnership to meet the organization’s strategic objectives and initiatives in support of the overall team member experience. The Sr. Employee Relations Partner is responsible for partnering with business unit(s) to provide HR guidance and resolution to concerns contributing to the achievement of desired business outcomes. The Sr. Employee Relations Partner conducts comprehensive reviews and investigations of complex employee relations concerns including corrective actions, performance management, concern resolution, workplace accommodations, unemployment, interpretation of policies, federal, state, and/or local laws and regulations etc. In collaboration with management and the HR Business Partnerships team, people leader coaching, mentoring and guidance/training is provided to promote proactive actions in managing teams. In the absence of the Employee Relations Manager, the Sr. Employee Relations Partner assumes the role of primary contact for addressing issues of a highly sensitive nature, including but not limited to legal, regulatory or other sensitive concerns, in collaboration with the appropriate leader(s).

Essential Job Statements

• Serve as an employee relations subject matter expert. Independently investigates and manages employee relations matters of moderate to high complexity, ensuring consistency of best and leading practices, and identifying and articulating risk/reward strategies.  

• Consults with appropriate stakeholders including but not limited to HR Business Partners, team member and managers at various levels to provide guidance and recommendations related to corrective actions, performance, VCUHS policies, and other matters.

• Provide people leader coaching and mentoring as a part of an investigation or employee relations review.

• Collaborates closely with the General Counsel’s Office for legal advice, opinions, and counsel involving complex employee relations matters.  Seeks advice and counsel for proactively training leadership on matters involving HR law.  

• Collaborates with team members of all levels as well as HR Business Partners, HR operational services (Shared Services), HR Centers of Expertise (COE), and other business clients while obtaining facts surrounding reported concerns and making appropriate recommendations and determinations in alignment with organizational policies and practices, and applicable laws.

• Oversees, coordinates, and assists in resolving a wide variety of human resources-related issues, including interpretation of human resource policies, procedures and practices related to progressive discipline, performance management activities, accommodation requests, work restrictions, leaves of absence, fitness-for-duty, and employee assistance during crisis situations.

• Proactively identifies and analyzes risks associated with specific employee relations situations, and provides collaborative recommendations. 

• Collaborates with colleagues in other HR COEs to provide guidance and direction on interpretation of policy and escalated cases and serves as a lead in the absence of team leader.

• Tracks, interprets, and reports on trends in employee relations actions; proactively identifies issues and recommends appropriate solutions. 

• Facilitates employee relations-related training and education for leaders and team members.

• Provides consultation and recommendations on strategic planning initiatives and may participate in manager training.

• Assists in the development and/or revision of organizational policies and procedures and serves as lead on employee relations-related special projects.

• Manages unemployment insurance including responding to unemployment claims and representing VCUHS in unemployment hearings. 

• Researches new and changing laws and regulations to ensure organizational compliance.

• Mediates issues involving senior leadership, providing guidance and resolution for complex employee relations matters.  

• Ensures responsibility and visible commitment to diversity, equity, and inclusion programs/initiatives through collaboration and implementation of initiatives across the health system.  

• Provide support and resources to team members requiring accommodations. Serve as a point of contact for team members and managers regarding accommodation needs and concerns. Facilitate interactive discussions with team members and pertinent stakeholders to determine reasonable accommodations.

Patient Population

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