Manager, Labor/Employee Relations

Stakeholder Management | Strong Communication Skills | Relationship Management | HR Operations | Employee Relations | Strong Leadership Skills | Human Resource Information Systems (HRIS) Duration: 1 year | Pay Rate: $40.46... Benefits on offer for this contract position: Health Insurance, Life insurance, 401K and Voluntary Benefits Please note that this is a contract role providing services to the Johnson & Johnson Family of Companies through external staffing partners of Kelly OCG. If you are selected for this role, you will be employed by a contract staffing supplier and will not be a member of the Johnson & Johnson Family of Companies. The Manager, Employee & Labor Relations (ER/LR) is responsible for delivering Employee Relations and Labor Relations Services within a country or cluster of countries. Responsibilities: • Manage assigned operational activities to achieve target key performance indicators, operational level agreements and service levels. • Ensure timely and compliant handling of all assigned grievance, discipline and policy interpretation requests and provide advice and counsel to ER/LR Specialists. • Investigate and prepare responses to EEOC and/or equivalent government agency charges in the US, Puerto Rico and Canada. • Drive direct interventions with Managers and employees on most sensitive cases and or escalations • Stay current on country (countries) employment and labor practices. • Ensure workplace policies are current and in compliance with applicable local laws and notify management of regulatory changes • Deliver ER/LR training for ER professionals, BUHR and People Leaders • Lead ER/LR projects • Deliver ER/LR change and communications work, including, but not limited to, stakeholder management. • Develop staff capability, knowledge, skills and understanding of the country or countries and Work Locations by organizing frequent functional/ operational training and knowledge sharing activities for members of the team. • Conduct environmental scans and participate in significant workplace events (such as the planning and execution of RIF’s, M&A’s, etc. at the cluster/country level • 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. • Prepare written reports, communications and other documents supporting assigned work. Qualifications: • A minimum of a Bachelor's degree is required. • A minimum of 6 years 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 is required. • Strong leadership skills and operates as a global leader with understanding and appreciation for regional differences is preferred. • Proven success in establishing, managing and empowering a global virtual team is preferred. • Ability to establish a culture focused on speed, accountability and continuous improvement while building employee-centric repeatable and sustainable processes is required. • Relationship management, coaching and collaboration skills, with leaders at all levels and key stakeholders is required. • Experienced in shaping solutions and driving business results, with strong communication and collaborative partnership skills with internal and external stakeholders to ensure the effective execution of HR solutions across the enterprise is required. • Experience using Service Center technologies, ticket management, knowledge management, telephony / IVR, document management is preferred. • Experienced in development and reporting of HR analytics to manage performance and drive data-based decisions for HR and the organization is preferred. • Strong understanding of HR Operations is required. • High results orientation and ability to motivate team to high levels of performance is required. • Strong knowledge of Human Resource Information Systems and applications (e.g. ERP, HRIS, Applicant Management Systems, etc.) is required. • Prepare written reports, communications and other documents supporting assigned work. • Employee Relations skills • Ensure timely and compliant handling of all assigned grievance, discipline and policy interpretation requests and provide advice and counsel to ER/LR Specialists. • Drive direct interventions with Managers and employees on most sensitive cases and or escalations