Senior Employee Relations Generalist

Summary The Senior Employee Relations Generalist is responsible for using judgment to perform a variety of human resource functions, focused on leading investigations as well as one or two more practice areas such as: Performance Management, Collective Bargaining Agreement (CBA) compliance, Workers Compensation, with a full understanding of Human Resources functional responsibilities. This will be in support of department objectives of providing accurate, efficient, and effective customer service to corporate and subsidiary employees. This position is contingent upon contract award. Responsibilities Investigate reports from the ethics hotline and other employee concerns received by HR. Provide recommendations for executive action. Monitor and manage programs to include; benefits, worker’s compensation, ethics training, random drug testing, medical review and other programs as necessary. Monitor and manage performance management programs and procedures, including but not limited to performance appraisals, disciplinary/corrective actions, and performance improvement plans. Maintain knowledge of legal requirements and government reporting affecting human resources functions and ensure policies, procedures, and reporting are in compliance. Review and provide input to grievances and disputes between management and employees; provide responses to requests for information and provide information for unfair labor practices. Supports the VP of Business Services, union officials, labor attorneys, and corporate legal staff to develop and implement collective bargaining agreements based on needs and knowledge of the overall labor environment and the workplace. Periodically audit I-9’s to ensure compliance with the Department of Homeland Security guidelines. Ensure compliance with Government-Mandated employer posting requirements. Manage employee terminations in compliance with corporate policies. Generate and analyze reports including but not limited to HR Employment Activity, Attrition, Rosters, Workers Compensation and Leave of Absence. Propose improvement to policies, programs, and procedures to improve the effectiveness of human resources and operations. Provide support to managers regarding company policies, procedures, and practices. Must be able to work flexible hours including weekends. Must be able to travel up to 10% of the time. Other duties as assigned Qualifications Minimum Qualifications: (To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.) Bachelor’s Degree in Human Resources, Business Administration, or related field. Experience may be substituted for formal education. Minimum of 7 years of Human Resources experience; 3 years of experience conducting investigations. Required to adhere to all government agency guidelines as it applies to COVID vaccine Attestation/Restrictions. Preferred Qualifications: Minimum of 2 years of experience working in a multi-state, government contracting environment. Minimum of 2 years of experience working with SCA and/or CBA employees. HRCI or SHRM Certification. Knowledge, Skills and Abilities: Microsoft Office Suite, ADP, Deltek, CostPoint, ATS experience preferred. Knowledge of federal government contracting business processes. Skill in motivating, developing, and directing people as they work, identifying the best people for the job. Ability to effectively communicate, orally and written, in a manner appropriate for the needs of the respective audience. Principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. Business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. Demonstrated knowledge of human resources practices, procedures, and strategies and relevant knowledge of local, state and federal regulations. Ability to maintain confidential data. Knowledge of pertinent federal, state, and local laws, codes and regulations pertaining to affirmative action, reasonable accommodation for applicants/employees with disabilities, etc.