Catholic Charities of the Archdiocese of Chicago
Director-Employee Relations & Engagement
Catholic Charities of the Archdiocese of Chicago, Chicago, Illinois, United States, 60290
As part of the People & Culture Team, the Employee Relations Director plays a pivotal role in defining strategies to maintain a compliant and joy-filled culture for employees across the organization so they may fulfill our purpose and enable CCAC's short- and long-term goals. This role works cross-functionally to establish policies, procedures, and practices that reinforce CCAC as a great place to work, enhance employee engagement, and ensures compliance and consistency across the organization. The ER Director serves as a trusted consultant, offering expertise to advise and influence leaders, providing data to help build informed People strategies, and ensuring employee-related decisions are rooted in CCAC's team philosophy and values.
Essential Functions of the position are detailed below and include any physical requirements below that.
Develop & Enable Employee Relations Strategy:
Work cross-functionally to build a comprehensive strategy, including training and tools, for fostering a positive work environment, managing employee concerns and feedback, and enhancing engagement and retention. Build and maintain reporting to track KPIs, and reporting on trends and insights to develop proactive strategies to address opportunities.
Policy Development & Implementation:
Works collaboratively to develop and implement People (HR) policies and procedures to maintain compliance and drive consistency across the organization. Educates leaders on policy and influences leadership to ensure policy guidelines are followed when making employee-related decisions.
Concerns Management & Investigations:
Establish a thorough strategy for listening to, and investigating, employee concerns, ensuring timely and equitable resolution of concerns, conflicts, and misconduct. Conduct investigations using an established, and consistent, process and coaching leaders and People Partners on expectations and process for reporting, investigating, and documenting concerns.
Talent Management:
Develop year-round talent planning strategies for the organization to include goal setting, career conversations, performance reviews, succession planning, and ongoing performance feedback mechanisms. Work collaboratively to deliver learning programs to enhance skills and drive organizational results.
Compliance & Risk Management:
Stay up to date with labor laws, regulations, and company policies to ensure compliance. Provide guidance to management and employees on legal requirements and best practices.
PLEASE NOTE: Essential functions include all other duties and responsibilities as assigned.
XKneel and move from sitting, bending, kneeling or standing multiple times a day.XPush and pull objects up to 25 pounds.Climb up and down up to __ flights of stairs at a time.XLift up to 25 pounds.Additional Requirements:
Other Requirements Comply with program and/or Agency requirements related to (check all that apply).X
Background check, including any program specific requirements.Physical examinationTB TestingDrug TestingX
Driver's License and reliable transportationX
Agency-specified automobile insuranceAdditional Requirements:
Immediate Supervisor:
Vice President-People & CultureDirectly Supervises: N/A
Education and Experience Requirements:Relevant Education:Preferred: Bachelor's DegreeMinimum: Bachelor's Degree
Education and Experience Requirements:Relevant Experience:Preferred: 4-6 YearsMinimum: 4-6 Years
Qualifications and Skills:Preferred:
Effective communication at all levels (written, verbal, electronic)
Relationship Management
Strategic Thinking
Execution through Influence
Ability to prioritize and manage multiple priorities
Process/program development and management
Minimum:
Bachelor's degree in human resources, Employee Relations, I/O Psych, or related field
5+ years of relevant experience in employee relations, or related experience in managing investigative procedures in a dynamic environment
Demonstrated knowledge of employment laws, and best practices related to developing applicable policies and procedures
Proficiency in Microsoft Office software, including Excel
Certification/Licensure:Preferred: N/AMinimum: N/A
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Essential Functions of the position are detailed below and include any physical requirements below that.
Develop & Enable Employee Relations Strategy:
Work cross-functionally to build a comprehensive strategy, including training and tools, for fostering a positive work environment, managing employee concerns and feedback, and enhancing engagement and retention. Build and maintain reporting to track KPIs, and reporting on trends and insights to develop proactive strategies to address opportunities.
Policy Development & Implementation:
Works collaboratively to develop and implement People (HR) policies and procedures to maintain compliance and drive consistency across the organization. Educates leaders on policy and influences leadership to ensure policy guidelines are followed when making employee-related decisions.
Concerns Management & Investigations:
Establish a thorough strategy for listening to, and investigating, employee concerns, ensuring timely and equitable resolution of concerns, conflicts, and misconduct. Conduct investigations using an established, and consistent, process and coaching leaders and People Partners on expectations and process for reporting, investigating, and documenting concerns.
Talent Management:
Develop year-round talent planning strategies for the organization to include goal setting, career conversations, performance reviews, succession planning, and ongoing performance feedback mechanisms. Work collaboratively to deliver learning programs to enhance skills and drive organizational results.
Compliance & Risk Management:
Stay up to date with labor laws, regulations, and company policies to ensure compliance. Provide guidance to management and employees on legal requirements and best practices.
PLEASE NOTE: Essential functions include all other duties and responsibilities as assigned.
XKneel and move from sitting, bending, kneeling or standing multiple times a day.XPush and pull objects up to 25 pounds.Climb up and down up to __ flights of stairs at a time.XLift up to 25 pounds.Additional Requirements:
Other Requirements Comply with program and/or Agency requirements related to (check all that apply).X
Background check, including any program specific requirements.Physical examinationTB TestingDrug TestingX
Driver's License and reliable transportationX
Agency-specified automobile insuranceAdditional Requirements:
Immediate Supervisor:
Vice President-People & CultureDirectly Supervises: N/A
Education and Experience Requirements:Relevant Education:Preferred: Bachelor's DegreeMinimum: Bachelor's Degree
Education and Experience Requirements:Relevant Experience:Preferred: 4-6 YearsMinimum: 4-6 Years
Qualifications and Skills:Preferred:
Effective communication at all levels (written, verbal, electronic)
Relationship Management
Strategic Thinking
Execution through Influence
Ability to prioritize and manage multiple priorities
Process/program development and management
Minimum:
Bachelor's degree in human resources, Employee Relations, I/O Psych, or related field
5+ years of relevant experience in employee relations, or related experience in managing investigative procedures in a dynamic environment
Demonstrated knowledge of employment laws, and best practices related to developing applicable policies and procedures
Proficiency in Microsoft Office software, including Excel
Certification/Licensure:Preferred: N/AMinimum: N/A
#J-18808-Ljbffr