Mgr-Employee Relations

POSITION OVERVIEW: To provide guidance to field operations management on employee relations and human resources issues; implement and interpret human resources policies and procedures; maintain compliance with applicable laws and regulations ESSENTIAL JOB DUTIES/RESPONSIBILITIES: 1. Provide leadership, vision and direction to field Employee Relations team to include selection, career planning and development, performance reviews and other management activities 2. Develop recommendations, analyses and information on human resources practices and procedures for field operations 3. Provide advice, counsel and support to field managers regarding human resources policies and their application, 4. Coordinate and participate in investigations involving allegations of harassment, discrimination and other employee relations issues and recommend resolutions in accordance with company policy 5. Coach and assist field management in the development and execution of various employee action plans 6. Identify and define training and development needs at field locations pertaining to human resources issues, e.g., sexual harassment, diversity, coaching and mentoring, etc. and work with People Development and Diversity in implementing associated training programs 7. In collaboration with the Legal Department, oversee preparation of reports and information for regulatory agencies, and ensure compliance with relevant laws and regulations pertaining to employee relations 8. Evaluate potential or proposed termination actions for field operations. 9. Comply with all applicable laws/regulations, as well as company policies/procedures 10. Perform other duties as required Disclaimer: This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job. QUALIFICATIONS: • Bachelor’s degree or equivalent work experience plus five (5) years of progressively more responsible experience in Human Resources with an emphasis in employee relations • PHR certification preferred • Thorough understanding of federal and state laws and regulations governing the employment and employee relations field • Knowledge of labor law and positive employee relations practices • Experience in a multi-location, service-oriented organization with a workforce composed primarily of hourly employees • Ability to develop, implement and administer effective employee relations and HR programs and practices • Excellent communication and interpersonal skills • Ability to interact with and support employees and leadership across all organizational levels • Demonstrated skill and ability in maintaining confidentiality and managing sensitive information or situations • Strong time management and organizational skills with an attention to detail • Ability to make presentations in front of large groups of employees • Ability to make decisions about human resources issues on an independent basis • Computer proficiency with the ability to use Microsoft Office Suite applications WORKING CONDITIONS: • Extensive travel required • Hours may vary due to operational need FedEx Freight is an Equal Opportunity Employer, including disabled and veterans. If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at [email protected]. FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.