Employee Relations Manager

OVERVIEW:

The Employee Relations Manager is responsible for fostering positive relationships between employees and the Bank. Responsibilities include building employee engagement, resolving workplace conflicts, advising on HR policies, conducting employee related investigations, and promoting a positive work environment.

PRIMARY ACCOUNTABILITIES / RESPONSIBILITIES:

Performs any functions necessary, within scope of authority and expertise, to provide the highest level of service and responsiveness to employees across bankESB. Recognizes the need for highly confidential treatment of all employee and company information.

Employee Relations:

• Provides guidance and support to employees regarding:
  • work, family, or personal problems as it relates to their employment and
  • work-related challenges, offering solutions and resources to improve their work experience.
• Builds and maintains positive employee relationships by acting as the point of contact for employee inquiries, addressing concerns, and resolving conflict by providing reliable and timely coaching and counseling on issues as they arise.

• Addresses and resolves workplace conflicts to maintain a harmonious work environment, including mediating disputes between employees and providing guidance to managers.
• Conducts thorough investigations into employee complaints or allegations, ensuring confidentiality and impartiality while gathering relevant information.
• Identifies potential risks related to employee relations issues and collaborates with leadership to develop strategies for mitigation.
• Maintains accurate records of employee relations activities, investigations, and outcomes to support decision-making and compliance.
• Acts as an advisor to business line management in conjunction with VP, Human Resources, on employee-related matters, offering insights and recommendations to promote a positive and productive workplace culture.

Policy & Communications:

• Implements HR policies and procedures to ensure compliance with employment laws and HFG employee handbook.
• Ensures the Company's treatment of employees is consistent with its core values, policies, procedures, business objectives and employment laws.

• Provides guidance to employees and managers on the interpretation and application of company policies, ensuring consistency and fairness.
• Stays abreast of employment laws and regulations, advising management on compliance issues and proactively addressing potential risks.
• Facilitates effective communication between management and employees, ensuring transparency and understanding of organizational decisions and changes.

Employee Engagement:

• Works to enhance employee morale and engagement by following up on action plans resulting from the annual employee engagement survey.
• Assists with manager meetings to review employee survey results and develop actionable goals by department.
• Participates in employee recognition events such as anniversary celebrations, retirements, etc.
• Schedules department/branch visits to build relationships with employees and managers.

Employee Performance Management:

• Possesses in-depth knowledge of performance management guidelines and procedures.
• Analyzes and develops solutions that meet employee and business needs.
• Facilitates written warning & PIP conversations with employees and managers.
• Ensures all required documentation is gathered and notated.
• Ensures all performance management procedures are followed.

Collaborate with Centralized HFG HR Operations Support (based in Easthampton, MA):

• Works closely with the centralized HFG HR department to align employee relations strategies with overall HR goals and objectives.
• Assists the centralized HFG Recruiting team for bankESB open positions, as needed.
• Onboards new hires as needed in conjunction with centralized HFG HR team.
• Works with VP Human Resources on employee recognitions, promotions, etc.
• Assists centralized HFG HR team to ensure all employee performance reviews are completed accurately and on time.
• Conducts exit interviews to gather feedback from departing employees, identifies trends, and recommends improvements to retention strategies.
• Participates in periodic HFG HR department meetings.

Event Coordination

• Participates as an enthusiastic, highly engaged member of the bankESB events committee.
• Attends bankESB’s events committee meetings and employee events.
• Works within approved budget to plan and help organize multiple employee events throughout the year.
• Participates in the HFG wide events committee to ensure events are aligned across the family of banks.

General Human Resources:

• Keeps abreast of developments within the area of Human Resources. Attends relevant courses and seminars, as requested by the VP, Human Resources.
• Completes projects as assigned including quarterly and year end tasks, copying, filing, archiving, and record retention. Assists in the document image workflow.
• Protects the confidentiality of non-public customer information (NPCI) and the security of our information technology resources. Adhere to the Bank’s Acceptable Use Policy, participate in security awareness training and successfully pass social engineering testing which are designed to provide the education necessary to enable employees to keep the bank secure. Employee awareness and vigilance are required in following these cyber security best practices and are the most effective weapon we have against cyber threats and fraud.
• Performs all duties in accordance with prescribed regulatory compliance guidelines.

Other Accountabilities / Responsibilities:

The Bank encourages participation in a community development service within the Bank’s assessment area. Community development encompasses affordable housing and community services that target low to moderate income individuals and activities that revitalize or stabilize targeted low to moderate income neighborhoods. Community development services must be related to providing a financial service or use the financial expertise of the bank employee. Examples include:

• Offering accounting skills to a local charitable organization that serves low to moderate income individuals;
• Performing bookkeeping services for low to moderate income seniors;
• Teaching a financial literacy program for low to moderate income school children;
• Fundraising on behalf of a local or state agency that provides services and/or programs targeting low or moderate income individuals;
• Activities that revitalize or stabilize low or moderate income areas;
• Encourages CRA qualified volunteerism.

POSITION REQUIREMENTS:

• Bachelor’s degree or its equivalent in specialized course work and training (3-5 years HR experience, 5-7 years preferred).
• PHR/SHRM-CP a plus.
• Ability to maintain high level of confidentiality.
• Strong interpersonal, organizational, and business writing skills.
• High attention to detail, high degree of accuracy and integrity.
• Must be an advocate for employees within the parameters of company standards.
• Must be passionate about our company, our people, our customers and our community.
• Proficiency with Microsoft Excel, Word, Outlook, PowerPoint.

TRAVEL:

Travel is required as necessary. Travel to branch locations and occasionally for meetings, training or seminar participation.

INDEPENDENT ACTION:

Performs work independently within scope of established guidelines and practices. Consults with VP, Human Resources where clarification or exception to Bank policy may be required.

QUALIFICATIONS:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Any physical demands or work conditions described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

An Affirmative Action/Equal Opportunity Employer of protected veterans and individuals with disabilities. Applicants for employment are considered without regard to race, creed, color, religion, sex, gender identity, sexual orientation, marital status, genetic information, national origin, age, disability, status as a veteran, Vietnam Era Veteran, or being a member of the Reserves or National Guard. Also, it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.