EMPLOYEE RELATIONS MANAGER - 02252025 - 65824

Job Information

LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF CORRECTION, ADMINISTRATION DIVISION, DAVIDSON COUNTY

For information, visit the following link:

https://www.tn.gov/content/dam/tn/correction/documents/PositionAnnouncementEmployeeRelationsManager.pdf

This position requires a criminal background check. Therefore, you may be required to provide information about your criminal history in order to be considered for this position.

Qualifications

Education and Experience: Graduation from an accredited college or university with a bachelor's degree and experience equivalent to substantial (five or more years of) increasingly responsible human resources work including at least two years of employee relations work.

Substitution of Education for Experience: Additional graduate degree in human resources administration or other related acceptable field may be substituted for the required experience, on a year-for-year basis, to a maximum of two years.

OR

Four years of human resources experience with the State of Tennessee.

OR

Graduation from a school of law with a Doctor of Jurisprudence degree.

Overview

Summary: Under general direction, is responsible for employee relations work of unusual difficulty; and performs related work as required.

Distinguishing Features: An incumbent in this class is employed in the Department of Human Resources (DOHR) or one of the shared services agencies. An employee in the class is responsible for the management of employee relations, workplace investigations, workers compensation, conflict resolution, employee recognition, and performance management programs in a department.

Responsibilities

Provide Consultation and Advice to Others:

1. Coaches, counsels, trains and advises agency leaders regarding corrective and disciplinary action process, performance management, and related issues that impact job performance. Provides advice and guidance to agency leadership on recommendations for transfers, demotions, and terminations.

2. Works collaboratively across all business units and management teams in delivering exceptional customer service and guidance on employee relation matters.

Evaluating Information to Determine Compliance with Standards:

1. Works with HR Executive Business Partner to identify best practices which prevent workplace misconduct and incidents which violate the anti-harassment policies.

2. Partner with agency leadership to ensure compliance with (i.e., onboarding, performance management, equal employment opportunity plans) statewide programs and implementation.

3. Serves as the American Disabilities Act (ADA) Coordinator for the customer agency by counseling employees and leaders on the interactive process and makes recommendations for appropriate ADA accommodations.

4. Serves as the Workers' Compensation Coordinator for the customer agency and maintains compliance and best practices surrounding Workers' Compensation, including compliance with the agency's Lag Time and Return to Work Policies.

5. Serves as the agency representative for unemployment claims, submits separation responses and may participate in unemployment claims hearings on behalf of the customer agency.

6. May coordinate drug screenings for the agency in compliance with the Department of Transportation guidelines and procedures.

7. Ensures customer agency compliance with all State and Federal employment law postings.

Making Decisions and Solving Problems:

1. Reviews and evaluates requests for progressive disciplinary action including terminations to ensure fairness, accountability, consistency, and compliance with policy. Provide recommendation to the HR Executive Business Partner and agency executive leadership and drafts corresponding letters.

2. May investigate complaints and concerns, evaluating and offering possible course of action and provide recommendations and direction for resolution (i.e., harassment, discrimination, bullying, hostile work environment complaints).

3. Engages internal business partners and SMEs to ensure sound decision making that may include HR Executive Business Partner, DOHR and agency legal staff.

Establishing and Maintaining Interpersonal Relationships:

1. Establishes, builds and maintains professional relationships.

Monitor Processes, Materials, or Surroundings:

1. Maintains the equal employment opportunity plan.

2. May coordinate Step I Appeal Process.

3. Coordinates implementation of employee survey processes including engagement/climate/stay/exit surveys. Provide routine analysis of survey results to HR Executive Business Partner.

4. May manage the agency's employee recognition program(s).

Analyzing Data or Information:

1. Reviews and evaluates requests for terminations, progressive discipline, and performance improvement plans.

2. Maintains records (including both medical files and disciplinary files, equal employment opportunity reports) with complete and thorough documentation of incidents and resolution of issues in accordance with best practices, and legal risk mitigation.

3. Identifies trends associated with personnel-related data and coach leaders to consider options and develop action plans.

4. Develops and maintains statistical reports concerning personnel-related data (i.e., hires, transfers, performance management documents, absenteeism rates, disciplinary actions, workplace misconduct and harassment).

Performing Administrative Activities:

1. Manages special leave for the customer agency including determinations for eligibility, counseling employees and leaders on the process, and time management.

2. Recommends changes on organizational processes and policy matters (i.e., equal employment opportunity, codes of ethics, and time off, leave) which facilitate human resources best practices and programs to meet the strategic business needs.

Competencies (KSA's)

Competencies:

Tools & Equipment

1. Personal Computer

2. Telephone

3. Fax Machine

4. Printer

5. Copy Machine

6. Scanner

7. Calculator

8. Other office related equipment as required