Job highlights
Identified by Google from the original job post
Qualifications
Applicants should have demonstrated experience with the accountabilities, competencies/behaviors, and skills/experiences mentioned below
An objective and critical eye
We maintain an unbiased perspective, challenge assumptions and norms as appropriate, and examine a situation from all sides, helping to identify the best solution and outcome
We must successfully influence leaders to adopt our recommendations despite having no decision rights
Others have remarked at how cool we are
Subject matter expertise in performance management and performance management lifecycle
Consultative, coaching, and action planning skills
Ability to anticipate issues, problem solve, and implement solutions, including referring critical issues to the appropriate resource
Strong written and verbal communication skills
Ability to quickly and productively network and establish effective working relationships
Benefits
You will provide employees with a sense of dignity and fairness
And, you’ll join a fun-loving, supportive team who collectively adds great value to the company
Responsibilities
As a member of the Employee Relations team, you will make significant and meaningful contributions to the businesses and teams you support
You will form lasting partnerships with a broad range of leaders at all levels of the organization who look to you for guidance and advice on sensitive matters concerning their teams
Coach managers on how to improve and foster their employees’ performance, as well as how to elevate their own leader skills as they coach their teams
Show managers how to deliver an effective and consistent employee experience on sensitive matters relating to misconduct, accommodation, and separations
Pair investigatory and regulatory expertise with empathy, objectivity, and consistency to look into and resolve sensitive concerns including harassment, discrimination, misconduct, and others
Support partners on a broad range of issues including reorganizations and restructures, while proactively creating, identifying, and sharing related tools and best practices that build partners’ organizational skills and capabilities
Understand trends relating to your work, develop actionable insights, identify training opportunities, and identify related policy and process improvements
Expertly manage and leverage stakeholders to ensure all solutions are aligned with company culture, corporate policies, and the law
Partner across the organization to make meaningful contributions to ER’s priorities focusing on data and analytics, training, and CoE expansion to name just a few
Competencies/Behaviors A solutions mindset
We integrate leadership behaviors into our work, and help our partners and leaders do the same
Experience investigating and addressing misconduct issues
Job description
Great Big Brand needs a Human Resource Experienced Professionals on a part-time contract.

The ER team provides employees with a sense of dignity and fairness as we help resolve some of their most sensitive workplace issues. We also provide leaders at all levels with coaching and a consistent framework to help them support their employees’ performance. Our work mitigates risk to the organization, builds trust, restores performance, and delivers actionable insights along the way.

As a member of the Employee Relations team, you will make significant and meaningful contributions to the businesses and teams you support. You will form lasting partnerships with a broad range of leaders at all levels of the organization who look to you for guidance and advice on sensitive matters concerning their teams. You will provide employees with a sense of dignity and fairness. And, you’ll join a fun-loving, supportive team who collectively adds great value to the company.

Applicants should have demonstrated experience with the accountabilities, competencies/behaviors, and skills/experiences mentioned below.

Accountabilities
• Coach managers on how to improve and foster their employees’ performance, as well as how to elevate their own leader skills as they coach their teams.

• Show managers how to deliver an effective and consistent employee experience on sensitive matters relating to misconduct, accommodation, and separations.

• Pair investigatory and regulatory expertise with empathy, objectivity, and consistency to look into and resolve sensitive concerns including harassment, discrimination, misconduct, and others.

• Support partners on a broad range of issues including reorganizations and restructures, while proactively creating, identifying, and sharing related tools and best practices that build partners’ organizational skills and capabilities.

• Understand trends relating to your work, develop actionable insights, identify training opportunities, and identify related policy and process improvements.

• Expertly manage and leverage stakeholders to ensure all solutions are aligned with company culture, corporate policies, and the law.

• Partner across the organization to make meaningful contributions to ER’s priorities focusing on data and analytics, training, and CoE expansion to name just a few.

Competencies/Behaviors A solutions mindset. Our ER team identifies solutions that add value, often beyond what is expected.

An objective and critical eye. We maintain an unbiased perspective, challenge assumptions and norms as appropriate, and examine a situation from all sides, helping to identify the best solution and outcome.

Influence. We must successfully influence leaders to adopt our recommendations despite having no decision rights.

Partnership. Each member helps advance ER’s brand and mission. We partner heavily with one another, as well as with many experts throughout the company.

Curiosity. We intentionally make time to learn from our work, from each other, and from our internal partners and external peers. We understand these insights help our company meet its business goals.

Leadership and growth. We integrate leadership behaviors into our work, and help our partners and leaders do the same. We work hard to help partners and one another grow.

Cool demeanor. Others have remarked at how cool we are. We are counted on to maintain a calm confidence, especially when others are uncertain, stressed, or concerned. We must prioritize competing demands and maintain executional excellence.

Additional Skills/Experiences
Subject matter expertise in performance management and performance management lifecycle

Consultative, coaching, and action planning skills

Experience investigating and addressing misconduct issues

Ability to anticipate issues, problem solve, and implement solutions, including referring critical issues to the appropriate resource

Strong written and verbal communication skills

Ability to quickly and productively network and establish effective working relationships

“Manufacturing experience strongly preferred”

Familiarity with HR related regulations strongly preferred (e.g. ADA, FMLA, discrimination laws)

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