Employee Relations Specialist

Job Description Summary

The ER Specialist is responsible for managing employee relations, promoting positive work environments, ensuring compliance with labor laws, and mitigating risks associated with industrial disputes. Beside the above, the ER Specialist will also support employees and managers while performing duties in support of a variety of HR programs. Examples include, new employee orientation/onboarding, offboarding, program administration (eg medical insurance, vehicle allowance, etc.), Workday administration and maintenance, eMOC process for HR policies and procedures, compensation, and benefits.

Individual will handle employee and manager inquiries on policy/procedures/processes and resolves the inquiries swiftly and efficiently with the remaining exception cases escalated to HR process owners, Communities of Expertise, and HR Partners.

This individual is expected to be knowledgeable in HR Policies & Processes, how HR operates, how to expedite solutions and be a reliable source of accurate information to managers and employees. The position requires strong moral and ethical standards, excellent communication and problem-solving skills, high performance, and work ethic to drive solutions, as well as the ability to relate to people at all levels of the organization in the course of their work.

Job Description

1. Serve as a liaison between management and employees to identify, address and resolve employee concerns, which include but not limit to handling complaints, investigations, managing grievance procedures, absence, retirements and facilitating counselling in conjunction with other stakeholders.

2. Maintain policies, procedures, and guidelines for employee relations, including collective bargaining agreements, discipline, performance management, and dispute resolution.

3. Develop and maintain strong relationships with external stakeholders such as labor unions, government authorities, and legal counsel.

4. Advise and support managers and supervisors on matters related to employee relations, labor laws, and HR policies.

5. Participate in collective bargaining negotiations and other labor relations activities to ensure a favorable outcome for the organization.

6. Collating and analyzing employee remuneration data and feedback across all levels on a regular basis and revising people programs and policies to generate more positive outcomes.

7. Investigating and resolving complex or critical industrial relations issues in a timely and effective manner, ensure compliance with applicable labor laws, regulations, and industry standards.

8. Managing relationships with unions & ensuring that the Company's treatment of employees is consistent with its core business values and objectives.

9. Receive and respond to general HR questions and cases escalations from employee support team members and concerns from managers and employees:

• a. Understand and explain HR policies/procedures/processes to provide accurate guidance to employees and managers.

10. Manage workload efficiently to fulfil commitments in accordance with established service level agreement (SLAs)

11. Specialist knowledge developed in a variety of HR programs to be able to provide.

accurate and timely information to respond to managers and employees' queries and administration of specialist programs.

12. Execution of HR programs in specialized areas of HR such as, onboarding, sickness absence, benefits, systems, etc.

13. Develops core competency in HR tools and programs (Case Management Tool, Workday, LearnEx (AP's learning portal), and systems in support of specific HR programs, etc.) to be able to support employees and managers in day-to-day activities.

14. Support manager and employee understanding and execution of life-cycle day-to-day HR processes. Ensure consistency and application of best practices regionally in program administration.

15. Develop and expedite recommendations to improve and streamline HR processes based on employee and manager experience.

16. Be the Face of HR to bring the desired employee experience to life by partnering with HR Leaders, CoEs, and HR Partners on process execution.

17. Provide proactive support to employees for HR programs.

18. Instill company philosophy, culture, and core values.