employee relations manager

<div><div><div>Entity: CSL Behring
Job Category: Human Resources
Job Family: Employee Relations
Job Type: Full Time
Location: Holly Springs, North Carolina, United States
Employer Reference: R-285289
</div></div><div></div><h2 class="jobSectionHeader">Job Description</h2>
<div>
<div>The Employee Relations Manager for the Global Employee Relations group is responsible for managing employee relations issues for their region. This includes ownership and management of each ER case from intake to remediation and follow-up as necessary. ER cases include investigating and resolving cases that are difficult, moderately complex complaints and conflicts in the workplace that require analysis of issues and consideration of other areas while balancing a broad set of issues, procedures and policies. This role serves as an advisor to CSL managers and senior management regarding policies and procedures related to the management of their team. ER Manager will work with HR Business Partners, Managers, Employees, Legal (internally &amp; externally) and other departments to administer and manage ER services. The ER Manager seeks to improve the employee experience while assessing, advising and decreasing the risk to the company.
This role is located in our Holly Spring facility with onsite expectations of 3days/week. Relocation benefits are not provided.
RESPONSIBILITIES
1.EMPLOYEE/INDUSTRIAL RELATIONS
<ul><li>Manage moderately complex ER cases to resolution independently and in collaboration with peers, ER management, respective HR Business partners, legal counsel, and other stakeholders. Moderately complex ER cases may include factors such as a high number of staff involved, higher risk to the organization, staff involved that are high in the hierarchy, inclusion of external investigative agencies or regulators. ER Managers are able to identify the risk factors in ER cases and follow the direction of their manager or more experienced associated staff for the strategy and resolution of the case.</li>
<li>Conducts confidential investigations into serious misconduct, such as harassment, discrimination, or other breeches of company policy. Gathers information, interviews relevant individuals, analyzes data, and prepares legally sound documentation to support all disciplinary and/or termination actions. Recommends a course of action based on the facts, CSL Values and then coach management through the implementation of each action. Minimizes risk and exposure for CSL by maintaining fair, legally sound, fully documented, and unbiased approach when conducting investigations and implementing actions</li>
<li>Receive and investigate Compliance Hotline/Speak Up cases through resolution and complete all process documentation in the appropriate system</li>
<li>Facilitate terminations including termination letters, termination meetings, and related documentation</li>
<li>Evaluate and analyze situations or data that requires knowledge of company process and policies</li>
<li>Provide feedback and guidance to business management regarding employee relations best practices and ensure fair treatment of employees while mitigating risk</li>
<li>Influence and gain buy-in from managers in sensitive situations, while building the relationship</li>
<li>Participate in program development and facilitate training on ER services with the Learning department, i.e., accommodations, policy violations</li>
<li>Partner with internal and external employment law counsel as appropriate, including appropriately identify and coordinate cases as necessary, modifying case responses and/or ensuring stakeholders are advised of recommendations to achieve business objectives while minimizing risk</li>
<li>Works collaboratively to ensure consistent application and interpretation of company policies and contracts</li>
<li>In Unionized / Works Council environments, facilitates resolution of labor grievances, disputes, employee issues and concerns. Conducts investigations and coordinates arbitrations as appropriate. Interprets union-management collective bargaining agreements and represents management in the settlement of grievances under established grievance procedures. Work may be directed by an Industrial Relations or Works Council Manager at certain locations</li>
<li>Interacts with employees, the designated union representatives and/or Works Council to build positive rapport and foster a collegial and collaborative working environment</li> 
</ul>2. MEDICAL ACCOMMODATIONS
<ul><li>Manage medical accommodation process in conjunction with other CSL and external stakeholders</li></ul>
<ul><li>Facilitate interactive discussions with relevant HR Business Partners and medical experts</li></ul>
<ul><li>Advocate for the employee and work toward balancing our CSL Values to find solutions</li></ul>
<ul><li>Document and record determination of approved or denied medical accommodation in appropriate system</li></ul> 
3. CORRECTIVE ACTION
<ul><li>Educate business leaders on corrective action and potentially annual review processes including SMART objectives. Emphasize to leaders the importance of early intervention and provide coaching and feedback</li></ul>
<ul><li>Advise management on appropriate resolution of employee behavior and performance issues. Supports managers in the development and review of corrective action, including performance improvement plans</li>
</ul><ul><li>Consults with managers on driving a culture of high performance and engagement at CSL</li></ul>
<ul><li>Document and record employee actions in appropriate system</li></ul> 
4. SPECIAL PROJECTS/ADMINISTRATION
<ul><li>Completes special HR/ER related projects by clarifying project objective, setting timetables and schedules, conducting research, developing and organizing information and delivering on time against project objectives</li></ul>
<ul><li>Performs other duties as assigned or as may be necessary</li></ul>
<ul><li>Record and correctly maintain all case management requirements in systems for reporting and compliance</li></ul>
Education
<ul><li>Bachelor&rsquo;s Degree in Human Resource management, organizational psychology, business or closely related field required</li>
</ul><ul><li>Professional HR certification preferred</li></ul>
Experience
<ul><li>Minimum 3- 5 years&rsquo; experience as a HR Generalist, HRBP, Employee Relations Manager (or equivalent relevant experience working in a dynamic global organization)</li>
<li>Demonstrated experience managing investigations and employee relations</li>
<li>Good knowledge of HR processes gained in a dynamic organization</li>
<li>Experience in a global company in a matrixed reporting environment is preferred</li>
<li>Experience supporting multiple locations remotely preferred</li>
<li>Labor Union or works council experience preferred</li>
</ul>Additional Competencies
<ul><li>Strong knowledge of employment related laws at the county/regional level. Maintains knowledge of legal requirements and government reporting regulations impacting HR functions and ensure compliant, consistent application of policies and procedures</li>
<li>Strong communication skills, written, verbal and presentation</li>
<li>Bilingual: English/Spanish. Portuguese preferred</li>
<li>Ability to manage and balance complex employee relations cases and investigations</li>
<li>High employee, customer and colleague focus</li>
<li>Organizational skills, ability to set priorities for self, and meet deadlines</li>
<li>Results-oriented and sense of urgency</li>
<li>Diplomacy and ability to handle confidential information with discretion</li>
<li>Ability to build strong relationships and positively influence others</li>
<li>Ability to work and manage virtual interactions</li>
<li>Labor experience strongly preferred</li>
<li>Strong conflict facilitation and resolution skills</li>
</ul>Working Conditions
<ul><li>Ability to make decisions which have moderate impact on the department&rsquo;s credibility, operations and services</li>
<li>Ability to compose materials such as detailed reports, management summaries, publications to limited scope or impact, etc. and/or to make presentations outside the immediate work area</li>
<li>Fast paced environment with frequent interruptions</li></ul> 
Note: All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, disability, veteran status, national origin or other legally protected classifications.
</div></div><h2 class="jobSectionHeader">About CSL Behring</h2>
<div>
CSL Behring is a global biotherapeutics leader driven by our promise to save lives. Focused on serving patients' needs by using the latest technologies, we discover, develop and deliver innovative therapies for people living with conditions in the immunology, hematology, cardiovascular and metabolic, respiratory, and transplant therapeutic areas. We use three strategic scientific platforms of plasma fractionation, recombinant protein technology, and cell and gene therapy to support continued innovation and continually refine ways in which products can address unmet medical needs and help patients lead full lives.
CSL Behring operates one of the world's largest plasma collection networks, CSL Plasma. Our parent company, CSL, headquartered in Melbourne, Australia, employs 32,000 people, and delivers its lifesaving therapies to people in more than 100 countries.
To learn more about CSL, CSL Behring, CSL Seqirus and CSL Vifor visit https://www.csl.com/ and CSL Plasma at https://www.cslplasma.com/.
</div>
<h2 class="jobSectionHeader">Our Benefits</h2>
<div>
For more information on CSL benefits visit How CSL Supports Your Well-being | CSL.
</div>
<h2 class="jobSectionHeader">You Belong at CSL</h2>
<div>
At CSL, Inclusion and Belonging is at the core of our mission and who we are. It fuels our innovation day in and day out. By celebrating our differences and creating a culture of curiosity and empathy, we are able to better understand and connect with our patients and donors, foster strong relationships with our stakeholders, and sustain a diverse workforce that will move our company and industry into the future.
To learn more about inclusion and belonging visit https://www.csl.com/careers/inclusion-and-belonging
</div>
<h2 class="jobSectionHeader">Equal Opportunity Employer</h2>
<div>
CSL is an Equal Opportunity Employer. If you are an individual with a disability and need a reasonable accommodation for any part of the application process, please visit https://www.csl.com/accessibility-statement.</div></div>

Employee Relations Manager

Job Description &ndash; HR ManagerLocation: Ain Sokhna, Suez, Egypt Department: Human Resources Reports To: Plant Manager (Dotted Line to Group HR / GM HR)Position SummaryThe HR Manager will be responsible for leading all Human Resource functions at the manufacturing plant, ensuring compliance with Egyptian labour laws and company policies. The role will oversee recruitment, onboarding, employee relations, payroll coordination, performance management, training, statutory compliance, and employee engagement while supporting business growth and operational excellence.Key ResponsibilitiesHuman Resource Operations<ul><li>Lead all HR operations for the manufacturing facility.</li><li>Implement Group HR policies, procedures, and best practices.</li><li>Act as the HR business partner to the Plant Manager and department heads.</li><li>Maintain accurate employee records and HR documentation.</li></ul>Talent Acquisition &amp; Onboarding<ul><li>Manage end-to-end recruitment for plant and support functions.</li><li>Coordinate interviews, selection, offers, and onboarding.</li><li>Develop local hiring channels and maintain relationships with recruitment agencies and educational institutions.</li><li>Ensure smooth induction and orientation for all new employees.</li></ul>Employee Relations<ul><li>Foster a positive employee relations environment.</li><li>Handle employee grievances, disciplinary matters, and conflict resolution.</li><li>Support employee engagement initiatives and welfare activities.</li><li>Conduct exit interviews and monitor employee retention.</li></ul>Performance Management<ul><li>Coordinate the annual performance management process.</li><li>Support managers in setting KPIs and conducting performance reviews.</li><li>Identify high-potential employees and succession planning opportunities.</li></ul>Learning &amp; Development<ul><li>Identify training needs across departments.</li><li>Coordinate technical, behavioural, compliance, and leadership training programs.</li><li>Maintain training records and evaluate program effectiveness.</li></ul>Compensation &amp; Benefits<ul><li>Coordinate monthly payroll inputs with Finance and corporate HR.</li><li>Administer employee benefits, leave, attendance, and overtime.</li><li>Ensure timely and accurate payroll-related documentation.</li><li>Support salary benchmarking and annual compensation reviews.</li></ul>Statutory Compliance<ul><li>Ensure compliance with Egyptian labour laws, social insurance requirements, and company policies.</li><li>Maintain employee files, employment contracts, and statutory records.</li><li>Coordinate labour inspections and government-related documentation.</li><li>Support internal and external compliance audits.</li></ul>HR Administration<ul><li>Manage attendance, leave, shift schedules, and manpower reports.</li><li>Prepare HR MIS, dashboards, and monthly reports.</li><li>Maintain HR policies, SOPs, and documentation.</li><li>Coordinate employee visa, work permit, and expatriate documentation where applicable.</li></ul>Health, Safety &amp; Employee Wellbeing<ul><li>Work closely with the EHS team to promote a safe workplace.</li><li>Support safety awareness programs and mandatory compliance training.</li><li>Coordinate employee wellness and engagement initiatives.</li></ul>Leadership &amp; Business Support<ul><li>Advise management on HR strategies and workforce planning.</li><li>Develop manpower plans aligned with production requirements.</li><li>Support organizational development and change management initiatives.</li><li>Build a high-performance and values-driven workplace culture.</li></ul>Key Performance Indicators (KPIs)<ul><li>Time to Fill Vacancies</li><li>Recruitment Cost and Quality of Hire</li><li>Employee Retention Rate</li><li>Employee Turnover</li><li>Payroll Accuracy</li><li>Attendance and Leave Compliance</li><li>Training Hours per Employee</li><li>Performance Appraisal Completion Rate</li><li>Employee Engagement Score</li><li>Grievance Resolution Time</li><li>Statutory Compliance and Audit Score</li><li>HR MIS Accuracy and Timeliness</li></ul>Qualifications<ul><li>Bachelor&rsquo;s Degree in Human Resources, Business Administration, or a related discipline.</li><li>MBA or Master&rsquo;s Degree in Human Resources is preferred.</li></ul>Experience<ul><li>8&ndash;12 years of progressive HR experience.</li><li>Minimum 3&ndash;5 years in an HR Manager role within a manufacturing environment.</li><li>Experience in chemicals, plastics, polymers, PVC compounds, or industrial manufacturing is preferred.</li><li>Experience working with multinational organizations is an advantage.</li><li>Knowledge of Egyptian labour laws and HR practices is highly desirable.</li></ul>Skills &amp; Competencies<ul><li>Strong knowledge of HR operations and labour law compliance.</li><li>Expertise in recruitment, employee relations, and performance management.</li><li>Experience with HRIS and ERP systems (SAP preferred).</li><li>Excellent communication and interpersonal skills.</li><li>Strong analytical, problem-solving, and decision-making abilities.</li><li>High level of integrity and confidentiality.</li><li>Ability to work effectively in a multicultural environment.</li><li>Fluent in English; Arabic is preferred.</li></ul>Working Conditions<ul><li>Full-time position based at the Ain Sokhna manufacturing plant.</li><li>Occasional travel within Egypt or internationally for training and business requirements.</li></ul>Preferred Attributes<ul><li>Strong leadership and coaching skills.</li><li>Hands-on approach with excellent execution capability.</li><li>Proactive, organized, and detail-oriented.</li><li>Ability to work under pressure in a fast-paced manufacturing environment.</li><li>Results-driven with a focus on continuous improvement and employee development.</li></ul>الراتب المدفوع: E&pound;٧٬٩٤٧٫٨٠&nbsp;لكل شهرموقع العمل: بشكل شخصي

Hr manager

Edge one communications

We are seeking an experienced and proactive HR Manager to oversee all aspects of human resources, including recruitment, employee relations, performance management, policy implementation, compensation &amp; benefits, training, compliance, and organizational development. The ideal candidate will play a strategic role in building a positive workplace culture and ensuring HR practices align with business objectives.Key Responsibilities<ul><li>Develop and implement HR strategies, policies, and procedures.</li><li>Lead the end-to-end recruitment and selection process.</li><li>Manage onboarding, orientation, and employee offboarding.</li><li>Handle employee relations, disciplinary matters, and conflict resolution.</li><li>Develop and manage performance appraisal systems.</li><li>Coordinate employee training and development programs.</li><li>Administer compensation, benefits, and payroll coordination.</li><li>Ensure compliance with labor laws and company policies.</li><li>Maintain HR records and employee documentation.</li><li>Monitor employee engagement and retention initiatives.</li><li>Prepare HR reports and workforce analytics for management.</li><li>Support organizational development and succession planning.</li><li>Manage attendance, leave, and HRIS systems.</li><li>Collaborate with department heads on manpower planning and budgeting.</li></ul>Required Skills<ul><li>Strong knowledge of HR policies and labor laws.</li><li>Excellent recruitment and talent acquisition skills.</li><li>Experience in performance management and employee engagement.</li><li>Strong interpersonal and conflict resolution abilities.</li><li>Excellent communication and leadership skills.</li><li>Ability to maintain confidentiality and handle sensitive information.</li><li>Strong analytical and problem-solving skills.</li><li>Proficiency in Microsoft Office and HRMS/HRIS software.</li></ul>Preferred Qualifications<ul><li>5&ndash;8+ years of HR experience, with at least 2 years in a managerial role.</li><li>Experience in recruitment, employee relations, and HR operations.</li><li>HR certifications (SHRM-CP, SHRM-SCP, PHR, CIPD, etc.) are an advantage.</li><li>Experience working in IT, BPO, or corporate environments is preferred.</li></ul>Pay: Rs26,208.48 - Rs118,205.86 per monthWork Location: In person

HR Manager

Ecotech Hydro Excavation

<div>Ecotech exists to provide safe, valuable, and trustworthy services through investment in our employees and customers, while building long term relationships to protect our environment and underground infrastructure.
We believe our people are fundamental to our success. We are committed to cultivating a safe, respectful, high-performing workplace where employees are valued, supported, and given opportunities to grow and succeed. If you are dependable, have a positive attitude, and want to be part of a team that works hard and takes care of each other, then this may be the place for you.
Position Summary: Reporting to the Director of HR, the HR Manager leads the day-to-day operations of the Human Resources function and partners with operations leadership to support a high-performing, compliant, and engaged workforce. This role oversees recruiting, employee relations, compliance, benefits, payroll and HR process improvement while directly supervising HR staff. The HR Manager serves as a key liaison between field employees, front-line supervisors, and leadership, ensuring consistent application of HR policies and a positive employee experience across the company. 
Key Responsibilities:
HR Operations &amp; Compliance<ul><li>
Oversee the daily functions of the HR department, including recruiting, onboarding, employee relations, compliance, and benefits administration.</li><li>
Ensure HR processes are consistently applied, well-documented, and aligned with company values and legal requirements.</li><li>
Lead full-cycle recruiting for field operations and office roles, ensuring staffing needs are met in a timely, cost-effective manner.</li><li>
Oversee candidate experience from application through offer, maintaining high standards for professionalism and consistency.</li><li>
Ensure the company's HR practices comply with all applicable federal, state, and local employment laws, including DOT, OSHA, FMLA, ADA, and EEO.</li><li>
Oversee drug and alcohol testing programs, including pre-employment, random, reasonable suspicion, and post-incident testing.</li><li>
Maintain accurate employee records, personnel files, and HR documentation in accordance with legal requirements</li></ul>
Pay &amp; Benefits Administration<ul><li>
Manage employee benefits programs including health insurance, dental, vision, life insurance, and 401(k), serving as the primary contact for brokers and carriers.</li><li>
Oversee open enrollment planning and communications to ensure employees make informed elections.</li><li>
Administer leave programs including FMLA, short-term disability, and personal leaves of absence in compliance with applicable regulations. 
</li></ul><ul><li>
Oversee accurate and timely processing of payroll for all employees, ensuring correct wages, overtime, and deductions in compliance with FLSA and applicable wage-and-hour laws.</li><li>
Review and approve timekeeping records each pay cycle and resolve discrepancies before processing, and maintain payroll and HRIS data with accuracy and confidentiality.</li><li>
Ensure compliance with federal, state, and local payroll tax requirements, including filings and year-end W-2 processing.</li></ul>
Leadership &amp; Communication<ul><li>
Directly supervise HR Assistant, providing direction, accountability, and day-to-day support.</li><li>
Serve as a trusted resource for managers and employees on employee relations matters, including coaching, discipline, and conflict resolution.</li><li>
Guide supervisors through performance management processes, documentation, and corrective action in a consistent and fair manner.</li><li>
Proactively identify and address employee relations trends to improve retention and maintain a great workplace culture.</li><li>
Serve as a consistent, visible leader who models Ecotech&rsquo;s values and holds the team to high standards of professionalism and performance.</li></ul>
Experience &amp; Certifications<ul><li>
7+ years of progressive HR experience, including at least 2 years in an HR management or supervisory role.</li><li>
A bachelors degree in business, Human Resources or psychology preferred. SHRM-CP or SCP preferred.
</li><li>Experience supporting field, construction, industrial, or environmental services organizations strongly preferred.</li><li>
Strong working knowledge of federal and state employment law, including DOT compliance, FMLA, ADA, and OSHA regulations.</li><li>
Proficiency in Microsoft Office Suite and HRIS platforms.</li><li>
A valid driver&rsquo;s license.</li><li>
Must consent to background check, motor vehicle check, and pre-employment drug screening; comply with Ecotech&rsquo;s drug-free workplace policy.</li></ul>
Ecotech offers competitive pay, opportunities to grow your career and valuable benefits including:<ul><li>
Paid vacation and holidays so you can recharge</li><li>
Medical, dental, and vision coverage for you and your family</li><li>
Company-paid disability and life insurance for added peace of mind</li><li>
401(k) with company match to help build your future</li><li>
Paid training and education to support your growth</li></ul></div>

Human Resource Manager

SSP America

<div><div><div><h2 class="jobSectionHeader">Join Our Team!</h2></div><div> 
Location: Newark Liberty International Airport (EWR) | Newark, NJ | On-Site
Compensation: $85,000 - $90,000 + Bonus Eligible
Schedule: Full-Time | Exempt 
Compensation &amp; Benefits<ul><li>
$85,000 - $90,000 annual salary, based on experience</li><li>
Bonus eligibility</li><li>
Medical, Dental, and Vision Insurance</li><li>
Basic Life &amp; AD&amp;D Insurance</li><li>
Employee Assistance Program (EAP)</li><li>
Voluntary Benefits including Life Insurance, Accident, Critical Illness, Hospital Indemnity, and Pet Insurance</li><li>
SSP 401(k) Plan with Company Match</li><li>
Paid Time Off (PTO)</li><li>
Paid Holidays</li><li>
Paid Sick Leave</li></ul> 
Career Growth &amp; Internal Development<ul><li>
SSP America promotes from within, and this role is built as a launch point into Regional People Leader, Director, and Center of Excellence positions</li><li>
Direct exposure to a fast-paced union environment, which broadens your labor relations skill set faster than other roles</li><li>
Access to company-sponsored certification support, leadership development programming, and mentorship from senior HR leaders</li><li>
Cross-functional visibility with Talent Acquisition, Total Rewards, Payroll, and Operations leadership at the Support Center</li></ul> 
About the Role
At SSP America, our People Leaders are business partners first. We work alongside operations leaders to build exceptional teams, strengthen leadership capability, create engaging workplace cultures, and drive measurable business performance. 
This is not a transactional HR role. As the Human Resources Manager supporting our Newark airport operations, you will influence business decisions through people strategy, leadership coaching, workforce planning, employee and labor relations, and organizational development. 
You'll partner closely with General Managers and Directors to solve complex business challenges, develop future leaders, and deliver an exceptional employee experience in a fast-paced, multi-unit environment. Success in this role requires curiosity about the business, sound judgment, and the ability to influence leaders through credibility, data, and trusted relationships.</div></div><div><div><h2 class="jobSectionHeader">
Scope of the Role:</h2></div><div> 
<ul><li>
10 restaurant units at Newark Liberty International Airport (EWR)
</li><li>Approximately 250 team members at EWR</li><li>
EWR is a unionized environment.</li><li>
Multiple restaurant concepts, including proprietary, local, and national brands</li><li>
On-site at EWR</li></ul></div></div><div><div><h2 class="jobSectionHeader">
Responsibilities:</h2></div><div> 
Strategic Partnership<ul><li>
Serve as the primary Human Resources Business Partner to airport operations leadership, participating in business planning, workforce planning, staffing strategy, operational reviews, and performance discussions</li><li>
Translate operational goals into people strategies supporting staffing, engagement, retention, and leadership capability, lead change management and employee communications, and collaborate with Regional and Corporate People teams to execute enterprise priorities on the ground</li><li>
Partner with Operations leadership to understand labor costs, productivity, staffing levels, and business trends, using workforce insights to improve operational performance.</li></ul> 
Employee &amp; Labor Relations<ul><li>
Coach leaders on employee relations, performance management, attendance, and corrective action, and conduct complex workplace investigations that ensure consistent, documented application of policy</li><li>
Administer grievances, interpret and apply collective bargaining agreement terms, and manage day to day interactions with union representatives at EWR, partnering with Labor Relations on escalated matters</li></ul> 
Talent &amp; Leadership Development<ul><li>
Coach and develop General Managers and Assistant Managers on leadership behaviors, feedback, and team building, and deliver leadership development programming for frontline and mid-level managers</li><li>
Lead succession planning, talent reviews, and internal mobility initiatives.</li><li>
Partner with Talent Acquisition and hiring managers on recruiting and workforce planning, and lead onboarding, new hire orientation, and employee recognition programs</li></ul> 
Compliance<ul><li>
Ensure compliance with federal, state, and local employment laws, including New Jersey wage and hour requirements, and maintain airport badging, I-9, and records compliance in coordination with operations and airport authorities</li><li>
Audit HR practices across all locations, keep policies and documentation current and consistently applied, and close gaps before they become risks</li><li>
Partner with Leave Administration and Operations to support ADA accommodations, FMLA, workers' compensation, and other leave-related processes</li></ul> 
Analytics<ul><li>
Track and report on turnover, retention, engagement, attendance, absenteeism, and overtime, and deliver a regular people metrics review to airport and regional leadership</li><li>
Analyze workforce trends and exit data to identify root causes, use headcount, requisition aging, and time to fill data to guide staffing decisions with operations, and build the business case for people initiatives using cost of turnover and labor cost data</li><li>
Forecast workforce needs using headcount, turnover, recruiting, and labor trends to proactively support business growth</li></ul></div></div><div><div><h2 class="jobSectionHeader">
What Success Looks Like in Year One:</h2></div><div> 
<ul><li>
You are the first call for General Managers on people decisions, and leaders bring you challenges early instead of after escalation</li><li>
General Managers view HR as a trusted business partner who helps solve operational challenges and develop leaders</li><li>
Turnover and open position aging trend down against a documented baseline</li><li>
Employee relations matters are investigated and closed within target timelines with clean documentation</li><li>
The union relationship at EWR is stable, with grievances resolved at the lowest possible step</li></ul></div></div><div><div><h2 class="jobSectionHeader">
Qualifications and Experience</h2></div><div> 
<ul><li>
Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience</li><li>
Minimum of 5 years of progressive Human Resources experience supporting multi-site operations, including HR Generalist, HR Manager, or HR Business Partner responsibilities.</li><li>
Demonstrated experience coaching and influencing frontline and mid-level leaders.</li><li>
Strong employee relations, workplace investigations, conflict resolution, and relationship-building skills.</li><li>
Working knowledge of federal, state, and local employment laws, with the ability to translate workforce data into actionable business recommendations.</li><li>
Demonstrated ability to influence without direct authority, build credibility, exercise sound judgment, and manage competing priorities in a fast-paced operational environment</li><li>
Ability to work primarily on-site at EWR.</li></ul> 
Preferred<ul><li>
Experience supporting multi-unit operations within hospitality, restaurants, food service, retail, logistics, manufacturing, healthcare, distribution, or other high-volume operational environments.</li><li>
Experience supporting unionized workforces, including grievance administration and collective bargaining agreement interpretation.</li><li>
Experience partnering directly with operations leaders to drive engagement, retention, succession planning, and workforce planning initiatives.</li><li>
Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.</li></ul> 
SSP America is an Equal Opportunity Employer. All employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, genetic information, or any other status protected by applicable federal, state, or local law. SSP America provides reasonable accommodations throughout the application and interview process in accordance with applicable laws.</div></div></div>

People Leader

CVS Health

<div>We&rsquo;re building a world of health around every individual &mdash; shaping a more connected, convenient and compassionate health experience. At CVS Health&reg;, you&rsquo;ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger &ndash; helping to simplify health care one person, one family and one community at a time.
Position Summary:
Would you like to join CVS Health as part of our dynamic Human Resources team? As an Employee Relations (ER) Investigator, you are responsible for the execution and ownership of investigating Employee Relations concerns and providing expert consultant and guidance to managers and employees.
As directed by the Lead Director of Investigations, you will be responsible for conducting thorough and impartial investigations into employee complaints and allegations of workplace misconduct, including by not limited to discrimination, harassment, retaliation, workplace violence, and other policy violations. This role ensures that all investigations are conducted in accordance with company policies, ethical standards, and legal requirements.
Key Responsibilities:<ul><li>
Plan, conduct, and document detailed and unbiased investigations into employee complaints and allegations. Gather relevant information, interview involved parties, and review pertinent documents and records.</li><li>
Ensure investigations comply with federal, state, and local employment laws, as well as company policies. Stay updated on relevant legal developments and industry best practices.</li><li>
Maintain accurate and confidential records of all investigations and employee relations matters. Ensure documentation is complete, secure, and in compliance with legal and company requirements.</li><li>
Interpret and apply company policies, procedures, and practices to ensure consistent and fair handling of employee relations matters. Provide guidance and advice to managers and employees on policy-related issues.</li><li>
Prepare clear, concise, and accurate investigative reports that summarize findings and provide recommendations for resolution. Present findings to senior management and other stakeholders as needed.</li><li>
As needed, assist with training on employee relations topics, including workplace harassment, discrimination, and conflict resolution. Educate employees and managers on policies and procedures to prevent future issues.</li></ul>
Required Qualifications:<ul><li>
At least 7 years of relevant overall experience</li><li>
At least 5 years of Employee Relations Investigations experience</li><li>
Willingness to travel up to 10% (including plane travel)</li></ul>
Preferred Qualifications:
<ul><li>5-10 years of Employee Relations experience</li><li>
Certification in HR (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR)</li><li>
Strong analytical, problem-solving, and decision-making skills</li><li>
Detail-oriented with excellent interpersonal and communication skills</li><li>
Ability to remain calm under pressure and manage multiple investigations simultaneously</li><li>
Ability to handle sensitive and confidential information with integrity</li><li>
Strong organizational and project management skills</li><li>
Master&rsquo;s degree preferred</li></ul>
Education:
Bachelor&rsquo;s Degree required; equivalent work experience may substitute
Pay Range
The typical pay range for this role is:
$75,400.00 - $182,549.00 
This pay range represents the base hourly rate or base annual full-time salary for all positions in the job grade within which this position falls. The actual base salary offer will depend on a variety of factors including experience, education, geography and other relevant factors. This position is eligible for a CVS Health bonus, commission or short-term incentive program in addition to the base pay range listed above. This position also includes an award target in the company&rsquo;s equity award program. 
Our people fuel our future. Our teams reflect the customers, patients, members and communities we serve and we are committed to fostering a workplace where every colleague feels valued and that they belong.
Great benefits for great people
We take pride in offering a comprehensive and competitive mix of pay and benefits that reflects our commitment to our colleagues and their families. 
This full‑time position is eligible for a comprehensive benefits package designed to support the physical, emotional, and financial well‑being of colleagues and their families. The benefits for this position include medical, dental, and vision coverage, paid time off, retirement savings options, wellness programs, and other resources, based on eligibility. 
Additional details about available benefits are provided during the application process and on Benefits Moments. 
We anticipate the application window for this opening will close on: 07/17/2026
Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state and local laws.</div>

Employee Relations, Investigator

Huntington Bank

<div><h1 class="jobSectionHeader">Description
</h1>An Employee Relations Consultant provides strategic oversight and support for employee relations across a defined region and business segments. Acts as a key advisor and liaison on complex workplace issues, partnering with HR Business Partners and Legal to ensure fair, consistent, and compliant practices.
Duties and Responsibilities:
<ul><li>Advise managers and employees on HR policies, conflict resolution, and performance management.
</li><li>Resolve moderately complex employee relations issues.
</li><li>Document and track employee relations cases with well-written justifications within the Case Management system to ensure consistency and mitigate risk.
</li><li>Support internal audits and recommend corrective actions.
</li><li>Work as a liaison between training and managers to fill skill gaps and promote best practices.
</li><li>Monitor and report on employee relations trends and metrics.
</li><li>Participate in grievance procedures and compliance-related documentation.
</li><li>Support HR initiatives and special projects as needed.
</li><li>Performs other duties as assigned.
</li></ul>Basic Qualifications
<ul><li>Bachelor&rsquo;s degree in human resources or business-related degree
</li><li>In lieu of a Bachelor&rsquo;s Degree, a High School Diploma and an additional 4 years of experience will be required (total 7 years of Employee Relations or Human Resource experience)
</li><li>Minimum of 3 years of experience in Employee Relations or related HR discipline, which includes experience enforcing state and federal labor, wage and hour laws.
</li></ul>Knowledge/Skills/Abilities
<ul><li>Experience supporting a large client base preferred.
</li><li>Professional HR certification preferred (SHRM-CP/PHR).
</li><li>Employee Relations experience in a Retail and/or Financial Services environment is a plus.
</li><li>Experience supporting a large client base preferred.
</li><li>Professional HR certification preferred (SHRM-CP/PHR).
</li><li>Employee Relations experience in a Retail and/or Financial Services environment is a plus.
</li><li>Must have solid background and knowledge of federal, state, and local employment laws and practices.
</li><li>Excellent interpersonal skills with the ability to deliver effective communication (verbal and written) proactively with a customer-oriented approach, while maintaining credible relationships at all levels of the organization.
</li><li>Excellent negotiation and closing skills and the ability to build relationships built on ethics and integrity.
</li><li>Proven ability to exercise discretion and maintain an exceptional level of confidentiality, utilizing sound judgment when dealing with sensitive issues.
</li><li>Exceptional attention to detail, organization and time management skills, with the ability to work under restrictions/deadlines.
</li><li>Strong analytical ability and proven problem-solving skills required.
</li><li>Proven experience taking initiative to identify and anticipate colleague needs and make recommendations.
</li><li>Ability to stay objective and fair when dealing with sensitive situations.
</li><li>Change agility, influencing and conflict management skills are critical.
</li><li>Ability to be self-directed and able to work on multiple priorities with minimal supervision and a sense of urgency.
</li><li>Proficient in Microsoft Office application (including Copilot); experience with human resource information and case management systems preferred.
</li></ul>#LI-NG1
#LI-Onsite 
 
Exempt Status: (Yes = not eligible for overtime pay) ( No = eligible for overtime pay)
Yes
Workplace Type:
Office
Our Approach to Office Workplace Type
Certain positions outside our branch network may be eligible for a flexible work arrangement. We&rsquo;re combining the best of both worlds: in-office and work from home. Our approach enables our teams to deepen connections, maintain a strong community, and do their best work. Remote roles will also have the opportunity to come together in our offices for moments that matter. Specific work arrangements will be provided by the hiring team.
Huntington will not sponsor applicants for this position for immigration benefits, including but not limited to assisting with obtaining work permission for F-1 students, H-1B professionals, O-1 workers, TN workers, E-3 workers, among other immigration statuses. Applicants must be currently authorized to work in the United States on a full-time basis.
Compensation Range:
$49,925-$92,525 annually
The compensation range represents the anticipated low and high end of the base compensation range for this position. Actual compensation will vary based on various factors including but not limited to location, experience, and education. Colleagues in this position are also eligible to participate in an applicable incentive compensation plan. In addition, Huntington provides a variety of benefits to colleagues, including health insurance coverage, wellness program, life and disability insurance, retirement savings plan, paid leave programs, paid holidays and paid time off (PTO).
Huntington is an Equal Opportunity Employer. 
Note to Agency Recruiters: Huntington will not pay a fee for any placement resulting from the receipt of an unsolicited resume. All unsolicited resumes sent to any Huntington colleagues, directly or indirectly, will be considered Huntington property. Recruiting agencies must have a valid, written and fully executed Master Service Agreement and Statement of Work for consideration.</div>

Employee Relations Consultant

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