Manager, Employee Relations-Labor Relations

The Employee Relations-Labor Relations Manager will serve as the first point of contact for any and all issues related to and or involving the representative union. The manager is responsible for building and sustaining positive relationships with bargaining units and will play a key role in negotiating agreements between San Manuel and the labor organization. He or she is the subject matter expert on all matters regarding the labor contract. This manager plays a principal role in developing a comprehensive labor strategy for San Manuel by leveraging their in-depth knowledge of labor law, bargaining procedures, economic data and wage data.
The Manager must be prepared to leverage his or her knowledge and experience of proper and current workplace and employment investigative methodologies and practices. In addition, they should have experience utilizing case management tools, possess experience analyzing data to ascertain patterns and trends, and make sound recommendations for organizational improvements. This position will partner frequently with other Public Safety, Risk Management and Gaming on workplace investigations.
Essential Duties & Responsibilities
Employee Relations/Investigations:
Oversight over all investigations and employment related matters for 2 key business lines within the San Manuel Casino
Manage investigative efforts of employee relations business partners and respond to employee relations concerns reported to compliance or whistleblower hotline or HR interface
Provide recommendations, guidance and resolution to all levels of management regarding employee relations matters
Coach managers on best practices, HR policy and processes to ensure fair and consistent application;
Prepare written investigation reports;
Act as an employee relations expert in support of employee counseling and coaching, compliant and grievance reviews, unlawful discrimination charges, reviewing and/or recommending corrective/disciplinary action, EEOC charges, reduction activity, exit interview analysis, ADA/reasonable accommodations and unemployment hearings;
Serve as a resource for both management, client facing HR and employee population and maintain standards of professionalism in handling sensitive information, reports and correspondence;
Coordinate the planning, developing, training and implementing new and revised employee relations programs, policies, procedures, and best practices;
Oversee HR analytics on employee relations activities: compile/analyze/report data and findings; identify trends and recommend corrective action;
Analyze employee relations trends, provide report and offer suggestions for resolving potential issues;
Plans and conducts investigative operations, staff investigative requirements and oversees training of subordinates in the complete spectrum of investigative techniques.
Plans, directs, and/or carries out the most sensitive and complex investigations, investigative support operations and investigative staff projects. Briefs senior management on the status of these investigations and projects.
Labor Relations:
Provide guidance on employment policies, procedures and best practices, including the tools needed to manage any performance, discipline, and grievance issues;
Develop, deliver and identify best practices and track union grievances, arbitrations, negotiation agreements and settlements nationwide;
Manage and assist HRBPs in the preparation of negotiations, throughout negotiations, act as second chair, cost out proposals and be the liaison to the ER/LR Committee in HR Shared services;
Management and Leadership:
Provide full scope HR expertise and partnership to San Manuel leaders and peers on matters including but not limited to: employee relations, employee engagement, and change, communications, performance management and career development
Support leaders in identifying performance and engagement issues, identify trends from talent planning, performance management, and develop strategies to address capability/succession gaps
Help identify learning & development opportunities and provide recommendations/resources to management
Coach leaders on difficult situations, employee relations, mediating discussions, and performance management
Assess/Identify HR strategy/policy/process improvements as needed and work with the HR team to implement
Consistently layer the business perspective into functional accountabilities
Proactively identify future team needs and develop long-term plan to support business objectives
Monitor and ensure company compliance with changing employment laws
Formulate and recommend programmatic goals, objectives and solutions for all areas of employee relations including; employee recognition programs, employee engagement surveys, corrective action processes, investigation procedures and ADA/FMLA/ EEOC compliance with State and Federal statutes and laws.
Provides solutions and communications between employees, management, other HR practice leaders and labor unions.
Partners closely with other internal HR practice leaders to create and execute short and long-term HR strategies to grow and develop San Manuel's talent capabilities and stakeholders' professional well-being.
Responsible for implementation of HR policies particularly those relating to wages, hours and working conditions to ensure compliance with labor contracts and legal requirements.
Prepares HR reports and statistics; analyzes the data and recommends actions as indicated.
Researches industry and HR best practices and leads implementation efforts to assure continuous improvement of HR services.
Contributes to other duties as assigned to support the business needs of the department and organization.
Supervisory Responsibilities
Partners with Director to lead function and employees within the Talent Management and Engagement Department. The Manager carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include coaching and developing employees, planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
Bachelor's Degree required;
Master's Degree in Human Resources, Business Administration, Counseling, Psychology or related field preferred;
Equivalent combination of education and progressive, relevant and direct experience will be considered in lieu of educational requirement.
Minimum six (6) years of relevant and progressive experience, with minimum five (5) years of supervisory level experience in talent management (employee relations) and/or investigative experience preferably in a corporate or governmental setting.
Must have managed large and complex projects that impacted a thousand (1000) or more employees.
Mastery of intermediate Excel skills including light visual basic programming and complex formulas required.
Ability to demonstrate leadership, guidance, collaboration and empowerment is a must.
Must be a true change leader with the ability to help others gravitate to and embrace change.
Capable of mediating problem resolution without getting overwhelmed, emotional, defensive and withdrawn and be a settling influence to diffuse tensions.
Must be comfortable challenging the status quo and communicating out of the box thinking and ideas.
Must be able to make reasonable decisions when solutions may be complex or ambiguous. Must be very comfortable working in ambiguity.
Must be compassionate and have a passion for people.
Must be a business leader that sees the strategic impact of a well-managed talent management program.
Demonstrated success operating as a strategic HR leader and business partner
Ability to gain credibility and build relationships and trust with employees and management as a respected business partner
Confidence in expressing opinions and recommendations and regular demonstration of independent thought with senior level leaders
Highly collaborative team player with other HR team members, employees, and managers
A strong ability to influence people and decisions, push back where appropriate and to become a trustworthy partner within the organization
Ability to work independently
Strong conflict resolution, decision making, and communication skills a must
Ability to conceptualize, plan and implement new projects and programs
At the discretion of the San Manuel Tribal Gaming Commission you may be required to obtain and maintain a gaming license.
Certification as a Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) or Global Professional Human Resources (GPHR) desired.
San Manuel Band of Mission Indians and San Manuel Casino will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990.

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