Director, Team Member Relations & Investigations

Job Summary

Oversees all staff and initiatives within the Team Member Relations Center of Expertise. Has system-wide responsibility for the delivery of team member relations strategies and resolution of team member relations cases (including fact finding, performance coaching, documentation and disciplinary consultation) to support team members, leaders and organizational strategies. Responsible for oversight of all Human Resources policies to ensure system alignment. Our goal is to build infrastructure and initiatives to drive an engaged and inclusive workforce by creating a fair and consistent culture where each team member is motivated to perform their best work. Strongly partners with the HR Business Partners, Labor Relations, and the Team Member Relations functions within the People Solutions Center to manage and deploy initiatives and provide support to mitigate organizational risk. We strive to deliver exceptional team member experiences, operational excellence and continuous improvement.

Essential Functions

• Strategic Enabler to identify, propose, socialize, operationalize and implement policies, programs, initiatives and efficiencies that drive us to engage as OneHR and to build a best practices in team member relations. Related initiatives support labor relations, team member relations policies and practices, work environment and performance management initiatives and alignment, team member related compliance, educational initiatives and the like.
• HR Policy Manager for all HR policies system wide. Our goal is to align policies and consolidate policy components into existing policies where possible. Acts as the Functional Area Policy Committee (FAPC) Lead for all Human Resources Policies in our systemwide policy workgroup. In partnership with other HR Directors, facilitates a regular cadence to revise policies, develop policy tools and education, and acquire approvals from HRVPs and CPO (where appropriate) to publish said revisions. Regularly reviews and provides guidance to other leaders regarding HR implications related to non-HR policies.
• Lead liaison with legal counsel on employment related litigation, agency charges, and attorney demands.
• Promotes a strong team member experience including proactive communications, engagement initiatives and workforce analytics. Designs change management initiatives to promote desired cultural assimilation and drivers of high performance to the workgroup and organization as a whole.
• Provides individual and/or group advice, guidance, professional support regarding team member relations to human resources team members, HR business partners, leaders and others with respect to interpretation, application, evaluation and consultation of team member relations policies, practices, and procedures.
• Coaches, mentors, supervises and develops employees both for employee relations content and desired competencies. Ensure that priorities are established and changed to meet organizational needs. Supports the implementation of key activities. Ensures responsiveness and an exceptional experience to requests for services, information, records, and data on a timely basis. Reviews reports and provides feedback on routine activity.
• As needed, provides guidance to Human Resources operations related to activities such as personnel file requests, subpoena responses, unemployment claims processing, internet usage reporting, internal review processes, exit interviews, team member qualifications including health requirements, regulatory audits, team member investigations, verifications of employment, etc.
• From time to time, performs investigations at the direction of legal counsel and works with legal counsel in the course of such investigation to provide guidance, recommendations and other assistance as requested by legal counsel. In such cases, the team member will report directly to legal counsel as opposed to team member’s leadership, and such work with legal counsel shall be confidential and protected from disclosure by the attorney client privilege and work protect protection.

Qualifications

Required

• Bachelor's Degree in Business, Human Resources, Labor Relations or a related field of study
• 10 years of relevant experience within human resources preferably at a highly matrixed or healthcare related organization
• 5 years of relevant experience managing human resources operations in an organization of size and complexity comparable to Corewell Health
• 5 years of relevant experience in a leadership role with a demonstrated ability to lead teams and manage budgets.

Preferred

• Master's Degree in Business, Human Resources, Labor Relations or a related field of study
• Doctorate Juris Doctorate

Physical Demands

• Pallet to Waist (6" from floor) > 5 lbs: Seldo