Manager Labor Relations; ERLR

Role Summary

We are searching for the best talent for the Manager, Employee & Labor Relations (ERLR) role in Tampa, Florida. The Manager, Employee & Labor Relations (ERLR) is an individual contributor who works independently with minimal supervision. Serves as a trusted advisor to field managers and team partners to provide guidance on a wide range of employee relations/labor relations issues. Participates in proactive employee relations/labor relations initiatives that contribute to overall strategy of departments.

• Timely completion and ownership of assigned employee relations cases, documenting investigation findings according to best practices.
• Interprets company policies and processes to ensure consistent application and alignment with company priorities.
• Addresses employee grievances and escalates critical or complex issues to management.
• Implements training on best practices in areas of performance management, discipline, and other employee relation matters.
• Maintains in-depth knowledge of legal requirements and regulations in order to reduce legal risks and ensure regulatory compliance.
• Provides guidance, risk assessment, and expertise to management to ensure fairness and compliance.
• Coaches and trains junior colleagues in techniques, processes, and responsibilities.
• Leads ERLR projects and work streams
• Delivers ERLR data and insights to HR and business partners
• Integrates Johnson & Johnson’s Credo and Leadership Imperatives into decision making.
• Understand the Key Performance Indicators and operational metrics that are critical to managing service delivery in order to achieve Service Level Agreements and meet customer service standards. Interpret and translate business metrics into insights.
• Make recommendations on continuous improvement opportunities to enhance provision of services by reviewing and providing feedback on operational processes, policies, standard operating procedures and work instructions and introduce key improvement plans for execution.

• A minimum of a bachelor’s degree is required.
• A minimum of 6 years of progressive HR experience with a concentration in Employee Relations, Labor Relations, and HR Generalist experience researching, investigating, and addressing employee misconduct and below job performance standards; providing guidance to management
• High results orientation and ability to motivate team to high levels of performance
• Ability to work independently in a high-volume, fast-paced, and matrixed environment
• Strong organizational and decision-making skills
• Experience using HRIS and Service Center technologies
• Strong understanding of HR Operations
• Experienced in development and reporting of HR analytics to manage performance and drive data-based decisions for HR and the organization at scale

• Bachelor’s degree