Employee Relations Partner

Position: Employee Relations Partner

Remote vs. On-Site: 50% remote; 50% on-site

Full Position Salary Range: $63,914.61/year - $80,965.11/year

Starting Pay: Although our full pay range is included above, the budgeted hiring range for new hires is $63,916.61/year - $72,439.86/year

Schedule: Full-Time; 1.0 FTE; Benefits-Eligible Monday - Friday 9am - 5pm  

About Us: Planned Parenthood is committed to creating a dynamic work environment that values diversity, equity, inclusion, respect, integrity, customer focus, and innovation. We are committed to creating a welcoming space for all people on our staff, in our health centers, and in our community. We do this by tending to the team, respecting and honoring all people, jumping in, trying and learning, caring for our business, and returning to our mission. Learn More

Abortion Care: At PPRM, we all work in abortion care. This role supports abortion care through direct clinical triage, patient education, and follow-up, ensuring timely and empathetic support to those navigating abortion services.

Snapshot: Your days will be spent mainly on the computer, collaborating both within the HR team and with other teams through the agency. Much of your time will be spent plugging into situations as they arise and recommending solutions. You will travel about 10-25% of the time to be onsite at PPRM locations in Colorado and New Mexico. 

Our Ideal Candidate: You have at least three years’ experience with employee relations, including investigations and performance management. You have advanced MS Excel skills and are excellent at using technology, such as MS Office, to improve the workflow. You have working knowledge of all pertinent federal and state regulations and compliance requirements including FLSA, EEOC, Unemployment, NLRA, and DOL requirements.

Primary Areas of Responsibility/Essential Functions:

Proactively Facilitate Supervisor Competence and Confidence in Employee Relations: You partner with agency leaders to maintain a positive employee relations climate by proactively providing consultation on conflict resolution, diversity, inclusion, cultural sensitivity and other employee relations best practices.

• Supports and leads trainings on relevant HR concepts such as performance management, Equal Opportunity Employment Practices, and Labor Relations in leadership trainings such as supervisor orientation and supervisor calls.
• Creates and maintains tools and guides for supervisors as ongoing resources.
• Supports Employee Engagement efforts to promote relationship-building, equity and belonging, and address barriers to improving culture. Supports the Director of HR in the administration and follow through of the Employee Engagement Survey.
• Supports supervisors in employee evaluation best practices and processes to promote empowering strong employee performance, avoid unfair labor practices, and meet accreditation requirements.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to mitigate risk.
• Collects and reports out on data related to Employee Relations, identifies trends, and makes recommendations for improvement. Monitors data through an equity and inclusion lens. Maintains an agency-wide perspective on performance management to ensure equity across the system.
• Supports the Director of Labor Relations in union negotiations and the drafting and implementation of the CBA.

Consult and support resolution in employee relations issues:

• Track and respond to EEO Policy complaints and reports, assess for appropriate levels of intervention, and follow through with recommendations and actions as appropriate.
• Conducts investigations into employee relations concerns and support inter-departmental investigations into compliance and security matters.
• In consultation with the Labor Relations Director, processes grievances and supports supervisors in reaching and navigating resolutions.
• Provides resolution options in employee relations investigations including but not limited to corrective actions and compliance and policy violations. In consultation with the Director of HR, provides legally sound solutions to complex cases using effective judgement and discretion that aligns with employment labor laws and company policies.
• Provides conflict resolution solutions such as mediation, one-on-one training, policy clarification recommenda