Employee Relations Manager - HR Generalist

The Employee Relations Manager at Scholastic plays a crucial role in ensuring positive employee interactions and managing HR processes. This includes maintaining an open-door policy, recruiting and retaining talent, conducting training and development sessions, and providing consultation to various functional teams. Your strategic support will help in project management, coordinating human resource planning, and facilitating communication between staff and leadership.

To become an Employee Relations Manager at Scholastic, candidates should have at least a bachelor's degree in Human Resources or a related field, along with a minimum of three years of professional HR experience in environments like warehouse, supply chain logistics, or manufacturing. Knowledge of labor laws, employee relations dynamics, and project management is essential, while a SHRM certification is preferred.

Scholastic fosters communication through an open-door policy which allows employees to voice their concerns and suggestions. The Employee Relations Manager actively engages in Managing by Walking Around (MBWA), conducting regular check-ins, and facilitating training sessions that promote communication across teams. This ensures that employees feel supported and valued, enhancing overall morale and engagement.

The Employee Relations Manager at Scholastic plays a vital part in recruitment by collaborating with staffing organizations to develop a robust recruitment pipeline. This role includes selecting candidates for current openings and anticipating future staffing needs, ensuring that Scholastic attracts and retains the best talent to support its mission.

Candidates should have experience in employee relations, recruitment processes, benefits administration, and knowledge of regulations pertaining to ERISA, EEOC, and DOL. It’s also important to have strong management skills and experience with HRIS systems like Workday, as this greatly aids in the effective administration of HR functions.

When addressing conflict resolution, I focus on open communication. I listen to all parties involved to understand the issue thoroughly and facilitate a discussion that encourages collaboration. It's important to approach the situation with empathy and aim for a solution that meets everyone's needs while maintaining a positive work environment.

In my previous role, I managed various employee relations cases, including grievances and performance issues. I built strong relationships across all levels, which enabled me to address concerns proactively. I also implemented engagement strategies like feedback sessions that helped reduce turnover rates significantly.

I have extensive experience using Workday and other HRIS software to manage employee records, payroll, and performance appraisals. I find that leveraging technology streamlines processes and enhances data accuracy, allowing for better decision-making.

Ensuring compliance with labor laws is a top priority. I regularly review company policies and procedures to align with regulations from entities like the DOL and EEOC. Additionally, I conduct trainings for staff to educate them about their rights and responsibilities, fostering a culture of compliance throughout the organization.

At my previous job, I noticed a need for a more streamlined recruitment process, so I introduced a referral program that incentivized current employees to refer qualified candidates. This led to a significant increase in quality applicants and decreased our time-to-hire metrics.

I employ multiple communication strategies, including regular check-ins, team meetings, and anonymous surveys. This multifaceted approach allows me to gauge employee sentiment and address any concerns effectively, tailoring my communication method according to the audience.

I believe that training should be tailored to meet the specific needs of the team and organization. I would conduct needs assessments to identify skill gaps and create development programs that include both technical skills and soft skills to foster a well-rounded workforce.

I utilize surveys and feedback sessions to assess employee engagement levels. Regular one-on-one meetings also provide insights into employee satisfaction and allow me to discuss career progression, which can be an essential motivator.

Handling sensitive employee information is a responsibility I take seriously. I ensure all communications are confidential and adhere to data protection regulations, using secure systems to store records and limiting access to authorized personnel only.

In HR project management, I prioritize clear objectives, timelines, and resource allocation. I utilize project management tools to keep track of progress and communicate regularly with stakeholders to ensure alignment and accountability throughout the project lifecycle.