Employee Relations Manager
Apply NowCompany: Great Plains Tribal Leaders' Health Board
Location: Rapid City, SD 57701
Description:
Job Summary:
The Human Relations Manager is responsible for fostering a positive work environment, promoting employee engagement, and resolving workplace issues. This role involves developing and implementing employee relations programs, handling conflict resolution, conducting investigations, mediations, and ensuring compliance with labor laws and organizational policies. The Human Relations Manager will work closely with HR, management, and employees to address concerns, improve communication, and enhance overall workplace satisfaction and productivity.
Essential Functions:
Develop, implement, and maintain employee relations programs and initiatives that promote a positive workplace culture and enhance employee engagement.
Act as a trusted advisor to management and employees, providing guidance and support on employee relations issues, performance management, and workplace conflict resolution.
Conduct regular meetings, focus groups, and surveys to gauge employee sentiment and identify areas for improvement in employee relations.
Develop and deliver training sessions on effective communication, conflict resolution, employee engagement, and other topics related to maintaining a positive work environment.
Serve as the primary point of contact for employees and managers to address workplace concerns, conflicts, grievances, and disciplinary matters.
Conduct thorough and objective investigations into employee complaints, harassment, discrimination, and other workplace issues in accordance with organizational policies and legal requirements.
Collaborate with HR and management to develop and implement appropriate corrective actions, disciplinary measures, or performance improvement plans based on investigation findings.
Facilitate mediation and conflict resolution sessions between employees or between employees and managers to resolve disputes and maintain positive working relationships.
Stay up to date on federal, state, and local labor laws, regulations, and industry best practices to ensure the organization's employee relations policies and practices are compliant.
Develop, update, and maintain employee relations policies, procedures, and handbooks to ensure consistency and compliance with applicable laws and organizational standards.
Provide guidance and training to managers and supervisors on employee relations policies, legal requirements, and best practices to mitigate risk and promote a fair and respectful workplace.
Prepare and maintain accurate documentation of employee relations cases, investigations, disciplinary actions, and other related activities to ensure compliance and support decision-making processes.
Collaborate with the Director of Training and Workforce Development to design and implement employee engagement and retention programs that align with the organization's goals and culture.
Analyze employee engagement data, turnover rates, and exit interview feedback to identify trends and develop action plans to address areas of concern.
Work with HR and management teams to develop strategies that enhance employee satisfaction, reduce turnover, and improve overall retention.
Maintain accurate records and documentation related to employee relations activities, including investigations, grievances, disciplinary actions, and mediations.
Analyze employee relations data and trends to identify opportunities for improvement, potential risks, and areas requiring attention.
Prepare and present regular reports to senior leadership on employee relations issues, trends, and recommended actions to support decision-making and strategy development.
Professional Behavior:
Plan and organize your workload effectively and manage your time to meet the demands of the position.
Work cooperatively and professionally with OHC and GPTLHB staff.
Treat Great Plains tribes and collaborators with dignity and respect.
Use practical verbal and written communication skills.
Attend training sessions and seminars to advance personal and educational development.
Provide excellent customer service to tribal stakeholders, health board colleagues, program partners, service recipients, visitors, and guests.
Create a work environment of wellness, courtesy, friendliness, helpfulness, and respect.
Relate well and work collaboratively with coworkers and all levels of staff in a professional manner.
Consistently show respect for and acceptance of differing capabilities, cultures, genders, ages, sexual orientations, and personalities.
Maintain and ensure organizational privacy and confidentiality.
Handle crises and tolerate stress professionally.
Be self-directed and take proactive initiative to assist others.
Resolve issues with other departments and coworkers without direct supervision if needed.
Be flexible, adapt plans/routines when necessary, and continue to perform without projecting stress or frustration that adversely affects the work environment.
Promote an alcohol, tobacco, and drug-free lifestyle.
Embrace modes of appearance and attire that reflect a professional presence.
Adhere to GPTLHB policies and procedures.
Perform other duties as assigned by the Supervisor.
Requirements:
Participates in Core Connections training and applies GPTLHB Core Connections concepts and practices in their work.
Familiarity and/or experience working with American Indian populations and respect for and knowledge of traditional, cultural, and spiritual practices of diverse American Indian communities, as well as an ability to work with other culturally and ethnically diverse populations.
Possess the ability to resolve issues with other departments and coworkers without direct supervision.
Able to exercise flexibility to alter plans/routines when situations require and continue to perform without projecting stress/frustration that would adversely affect the work environment.
Ability to maintain a flexible work schedule, including evenings, weekends and overnight or extended travel as necessary.
Ability to effectively present information in one-on-one and small group situations to community members, relatives, and employees of the organization.
Proficiency with computer programs (Word, Excel, PowerPoint) and other Internet technologies.
Valid driver's license must be kept current, and certificates, credentials or licenses must be kept current and consistent with regulations required by applicable federal, state and/or grant regulations.
Supervisory Control:
The supervisor sets the overall objectives and resources available. The employee and supervisor, in consultation, develop deadlines, projects, and work to be done.
The employee is considered an expert and is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy on their own initiative in terms of established objectives. In some assignments, the employee also determines the approach and methodology to be used. The employee keeps the supervisor informed of progress and potentially controversial matters.
Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results.
Guidelines:
Guidelines for performing the work are scarce or of limited use. Administrative policies, precedents, laws and regulations are applicable but are stated in general terms.
The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies.
Complexity:
The work typically includes varied duties that require many different and unrelated processes and methods, such as those relating to well established aspects of an administrative or professional field. Decisions regarding what needs to be done include the assessment of unusual circumstances, variations in approach, and incomplete or conflicting data.
The work requires making many decisions concerning such things as interpretation of considerable data, planning of the work, or refinement of the methods and techniques to be used.
Scope and Effect:
The work involves establishing criteria; formulating projects; assessing program effectiveness; or investigating or analyzing a variety of unusual conditions, problems, or questions.
The work product or service affects a wide range of organizational activities, major financial activities, or the operation of other programs divisions of the organization.
Personal Contacts:
The personal contacts are with employees in the organization but outside the immediate department. People contacted generally are engaged in different functions, missions, and kinds of work, and may be representatives from various levels and departments within the organization, partner organizations, Tribal affiliate organizations, and employees of other healthcare organizations. Personal contact, at this level, may also made with members of the general public, as individuals or groups, in a moderately structured setting.
Purpose of Contacts:
The purpose is to plan, coordinate, or advise on work efforts, or to resolve operating problems by influencing or motivating individuals or groups who are working toward mutual goals and who have basically cooperative attitudes.
Physical Demands:
The work is sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items, such as papers, books, or small parts; or driving an automobile. The employee must be able to read, write, speak and hear.
Work Environment:
The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting and training rooms, requiring use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals. The work area is adequately lighted, heated, and ventilated.
Supervisory and Management Responsibility:
This position is a first level supervisor and is usually responsible for the work performance of a small group of employees or a larger group with a homogeneous objective (i.e., employees all perform same basic type of work). The employee is responsible for planning, organizing, and monitoring day-to-day work on a short-term cycle. This position assigns work to subordinates, adjusts workflow to maintain balance among positions and meet priorities or deadlines, and makes minor changes in structure, methods, or procedures as necessary to accommodate changes in work pattern, emphasis, or capability. The employee may recommend major changes for higher level action. The employee usually counsels with employees and hears and resolves minor complaints and grievances and participates in performance evaluation and personnel management recommendations.
Direct Reports:
Employee Relations Generalist.
Minimum Education & Experience Requirements:
Bachelor's degree in human resources, Business Administration, Psychology, Organizational Development, or a related field.
5 Years of Experience in human resources, employee relations, or a related field, with a strong focus on handling conflict resolution, employee investigations, and disciplinary actions.
Experience in managing and resolving complex employee relations issues and providing guidance to managers and employees.
Knowledge of federal, state, and local labor laws and regulations, including FMLA, ADA, FLSA, Title VII, and other employment-related laws.
Experience in conducting investigations, managing conflict resolution, and implementing disciplinary actions in compliance with organizational policies.
Preferred Education Requirements:
Master's degree in human resources, Business Administration, Psychology, Organizational Development, Labor Relations, or a related field. A graduate degree provides advanced knowledge of strategic HR management and employee relations.
Preferred Experience Requirements:
7+ Years of Experience in human resources, employee relations, or a related field, with extensive experience in handling complex employee relations cases, mediations, and organizational conflict resolution.
3+ Years of Experience in a Supervisory or Managerial Role managing an employee relations function or HR team.
Proven track record in developing and implementing employee relations programs that promote a positive workplace culture and ensure compliance with employment laws.
Experience in employee engagement, retention strategies, and policy development related to employee relations and compliance.
Professional Certifications such as: SHRM-CP (Certified Professional), SHRM-SCP (Senior Certified Professional), PHR (Professional in Human Resources), THRP (Tribal Human Resource Professional), or SPHR (Senior Professional in Human Resources)
Experience working with data-driven approaches to assess employee relations trends, provide reports, and develop strategic action plans for improvement.
The GPTLHB is a tribal organization that follows tribal preference laws. Our policy is to give preference to qualified Indian/Tribal candidates over a qualified non- native candidate in hiring decisions if all other qualifications are equal.
Employment is contingent upon the outcome of all required criminal background checks
The Human Relations Manager is responsible for fostering a positive work environment, promoting employee engagement, and resolving workplace issues. This role involves developing and implementing employee relations programs, handling conflict resolution, conducting investigations, mediations, and ensuring compliance with labor laws and organizational policies. The Human Relations Manager will work closely with HR, management, and employees to address concerns, improve communication, and enhance overall workplace satisfaction and productivity.
Essential Functions:
Develop, implement, and maintain employee relations programs and initiatives that promote a positive workplace culture and enhance employee engagement.
Act as a trusted advisor to management and employees, providing guidance and support on employee relations issues, performance management, and workplace conflict resolution.
Conduct regular meetings, focus groups, and surveys to gauge employee sentiment and identify areas for improvement in employee relations.
Develop and deliver training sessions on effective communication, conflict resolution, employee engagement, and other topics related to maintaining a positive work environment.
Serve as the primary point of contact for employees and managers to address workplace concerns, conflicts, grievances, and disciplinary matters.
Conduct thorough and objective investigations into employee complaints, harassment, discrimination, and other workplace issues in accordance with organizational policies and legal requirements.
Collaborate with HR and management to develop and implement appropriate corrective actions, disciplinary measures, or performance improvement plans based on investigation findings.
Facilitate mediation and conflict resolution sessions between employees or between employees and managers to resolve disputes and maintain positive working relationships.
Stay up to date on federal, state, and local labor laws, regulations, and industry best practices to ensure the organization's employee relations policies and practices are compliant.
Develop, update, and maintain employee relations policies, procedures, and handbooks to ensure consistency and compliance with applicable laws and organizational standards.
Provide guidance and training to managers and supervisors on employee relations policies, legal requirements, and best practices to mitigate risk and promote a fair and respectful workplace.
Prepare and maintain accurate documentation of employee relations cases, investigations, disciplinary actions, and other related activities to ensure compliance and support decision-making processes.
Collaborate with the Director of Training and Workforce Development to design and implement employee engagement and retention programs that align with the organization's goals and culture.
Analyze employee engagement data, turnover rates, and exit interview feedback to identify trends and develop action plans to address areas of concern.
Work with HR and management teams to develop strategies that enhance employee satisfaction, reduce turnover, and improve overall retention.
Maintain accurate records and documentation related to employee relations activities, including investigations, grievances, disciplinary actions, and mediations.
Analyze employee relations data and trends to identify opportunities for improvement, potential risks, and areas requiring attention.
Prepare and present regular reports to senior leadership on employee relations issues, trends, and recommended actions to support decision-making and strategy development.
Professional Behavior:
Plan and organize your workload effectively and manage your time to meet the demands of the position.
Work cooperatively and professionally with OHC and GPTLHB staff.
Treat Great Plains tribes and collaborators with dignity and respect.
Use practical verbal and written communication skills.
Attend training sessions and seminars to advance personal and educational development.
Provide excellent customer service to tribal stakeholders, health board colleagues, program partners, service recipients, visitors, and guests.
Create a work environment of wellness, courtesy, friendliness, helpfulness, and respect.
Relate well and work collaboratively with coworkers and all levels of staff in a professional manner.
Consistently show respect for and acceptance of differing capabilities, cultures, genders, ages, sexual orientations, and personalities.
Maintain and ensure organizational privacy and confidentiality.
Handle crises and tolerate stress professionally.
Be self-directed and take proactive initiative to assist others.
Resolve issues with other departments and coworkers without direct supervision if needed.
Be flexible, adapt plans/routines when necessary, and continue to perform without projecting stress or frustration that adversely affects the work environment.
Promote an alcohol, tobacco, and drug-free lifestyle.
Embrace modes of appearance and attire that reflect a professional presence.
Adhere to GPTLHB policies and procedures.
Perform other duties as assigned by the Supervisor.
Requirements:
Participates in Core Connections training and applies GPTLHB Core Connections concepts and practices in their work.
Familiarity and/or experience working with American Indian populations and respect for and knowledge of traditional, cultural, and spiritual practices of diverse American Indian communities, as well as an ability to work with other culturally and ethnically diverse populations.
Possess the ability to resolve issues with other departments and coworkers without direct supervision.
Able to exercise flexibility to alter plans/routines when situations require and continue to perform without projecting stress/frustration that would adversely affect the work environment.
Ability to maintain a flexible work schedule, including evenings, weekends and overnight or extended travel as necessary.
Ability to effectively present information in one-on-one and small group situations to community members, relatives, and employees of the organization.
Proficiency with computer programs (Word, Excel, PowerPoint) and other Internet technologies.
Valid driver's license must be kept current, and certificates, credentials or licenses must be kept current and consistent with regulations required by applicable federal, state and/or grant regulations.
Supervisory Control:
The supervisor sets the overall objectives and resources available. The employee and supervisor, in consultation, develop deadlines, projects, and work to be done.
The employee is considered an expert and is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with others as necessary, and interpreting policy on their own initiative in terms of established objectives. In some assignments, the employee also determines the approach and methodology to be used. The employee keeps the supervisor informed of progress and potentially controversial matters.
Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results.
Guidelines:
Guidelines for performing the work are scarce or of limited use. Administrative policies, precedents, laws and regulations are applicable but are stated in general terms.
The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies.
Complexity:
The work typically includes varied duties that require many different and unrelated processes and methods, such as those relating to well established aspects of an administrative or professional field. Decisions regarding what needs to be done include the assessment of unusual circumstances, variations in approach, and incomplete or conflicting data.
The work requires making many decisions concerning such things as interpretation of considerable data, planning of the work, or refinement of the methods and techniques to be used.
Scope and Effect:
The work involves establishing criteria; formulating projects; assessing program effectiveness; or investigating or analyzing a variety of unusual conditions, problems, or questions.
The work product or service affects a wide range of organizational activities, major financial activities, or the operation of other programs divisions of the organization.
Personal Contacts:
The personal contacts are with employees in the organization but outside the immediate department. People contacted generally are engaged in different functions, missions, and kinds of work, and may be representatives from various levels and departments within the organization, partner organizations, Tribal affiliate organizations, and employees of other healthcare organizations. Personal contact, at this level, may also made with members of the general public, as individuals or groups, in a moderately structured setting.
Purpose of Contacts:
The purpose is to plan, coordinate, or advise on work efforts, or to resolve operating problems by influencing or motivating individuals or groups who are working toward mutual goals and who have basically cooperative attitudes.
Physical Demands:
The work is sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items, such as papers, books, or small parts; or driving an automobile. The employee must be able to read, write, speak and hear.
Work Environment:
The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting and training rooms, requiring use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals. The work area is adequately lighted, heated, and ventilated.
Supervisory and Management Responsibility:
This position is a first level supervisor and is usually responsible for the work performance of a small group of employees or a larger group with a homogeneous objective (i.e., employees all perform same basic type of work). The employee is responsible for planning, organizing, and monitoring day-to-day work on a short-term cycle. This position assigns work to subordinates, adjusts workflow to maintain balance among positions and meet priorities or deadlines, and makes minor changes in structure, methods, or procedures as necessary to accommodate changes in work pattern, emphasis, or capability. The employee may recommend major changes for higher level action. The employee usually counsels with employees and hears and resolves minor complaints and grievances and participates in performance evaluation and personnel management recommendations.
Direct Reports:
Employee Relations Generalist.
Minimum Education & Experience Requirements:
Bachelor's degree in human resources, Business Administration, Psychology, Organizational Development, or a related field.
5 Years of Experience in human resources, employee relations, or a related field, with a strong focus on handling conflict resolution, employee investigations, and disciplinary actions.
Experience in managing and resolving complex employee relations issues and providing guidance to managers and employees.
Knowledge of federal, state, and local labor laws and regulations, including FMLA, ADA, FLSA, Title VII, and other employment-related laws.
Experience in conducting investigations, managing conflict resolution, and implementing disciplinary actions in compliance with organizational policies.
Preferred Education Requirements:
Master's degree in human resources, Business Administration, Psychology, Organizational Development, Labor Relations, or a related field. A graduate degree provides advanced knowledge of strategic HR management and employee relations.
Preferred Experience Requirements:
7+ Years of Experience in human resources, employee relations, or a related field, with extensive experience in handling complex employee relations cases, mediations, and organizational conflict resolution.
3+ Years of Experience in a Supervisory or Managerial Role managing an employee relations function or HR team.
Proven track record in developing and implementing employee relations programs that promote a positive workplace culture and ensure compliance with employment laws.
Experience in employee engagement, retention strategies, and policy development related to employee relations and compliance.
Professional Certifications such as: SHRM-CP (Certified Professional), SHRM-SCP (Senior Certified Professional), PHR (Professional in Human Resources), THRP (Tribal Human Resource Professional), or SPHR (Senior Professional in Human Resources)
Experience working with data-driven approaches to assess employee relations trends, provide reports, and develop strategic action plans for improvement.
The GPTLHB is a tribal organization that follows tribal preference laws. Our policy is to give preference to qualified Indian/Tribal candidates over a qualified non- native candidate in hiring decisions if all other qualifications are equal.
Employment is contingent upon the outcome of all required criminal background checks