Senior Director, Strategic Employee Relations in Secaucus, NJ at Quest Diagnostics

Date Posted: 11/28/2022

Job Snapshot

  • Location:
    500 Plaza Drive
    Secaucus, NJ
  • Date Posted:
    11/28/2022
  • Function
    Human Resources
  • Job Family
    Employee Relations
  • Remote
    Hybrid
  • Position Type
    Regular Full-Time
  • Shift
    Day

Job Description

The Senior Director of Strategic Employee Relations will serve as a key partner and trusted advisor to our senior leaders and manage a team of Employee Relations Partners who work with the managers, human resources and employees to provide guidance and direction strengthening working relationships across all levels of the organization, strengthening engagement, and increasing productivity and retention.  

Employee and Labor Relations Strategy 

Through team collaboration help develop a strategic and proactive approach to Employee Relations and Labor Relations.  Establish the long term-vision, goals, and strategies to continue to refine Quest’s employee relations activities.   The leader will be responsible for the development, interpretation, and administration of employee and labor relations policies and practices.  

Business Partnering and Operational Excellence

Leads 20+ person organization to provide day-to-day advice and guidance to employees, HR professionals and managers on a wide range of employee relations topics such as:

  • Performance management issues, FMLA, disability or other health-related issues, claims of unfair treatment, discrimination or harassment to ensure fair, equitable, objective and consistent treatment of employees.
  • Advise on workplace issues and disciplinary actions including terminations, warnings and grievances, workforce reductions, and strategic initiatives such as acquisitions and divestitures
  • Provide advice and counsel to People functional leads, managers and employees on performance related issues, including succession planning, employee development, compensation and benefits and performance improvement
  • develop, implement and maintain tools to enhance managers' and HR’s understanding of appropriate handling of workplace issues, i.e., checklists, RIF tools, etc.
  • Develops training programs for Leaders and HR
  • Acts as a credible, trusted advisor to senior HR and business leaders.
  • Communicates with employees regarding employee relations concerns.
  • Oversees workplace investigations.
  • Partner with legal on complex Employee Relations issues

Effective Labor Relations

  • Researches, develops, interprets, and administers union contract(s) regarding wages, benefits, employee working conditions, health care, pensions, union and management practices, grievances, and other contractual provisions
  • Advises on the administration of the employee and labor relations policies, collective bargaining agreements and acts as an information resource for such matters
  • Reviews all collective bargaining agreements and contributes to any contract negotiations.  Including analysis of bargaining issues, researching, drafting and analyzing contract proposals and counterproposals for all local contract negotiations.
  • Provide guidance to management and leadership teams in navigating various employee and labor relations related issues to minimize potential employment related risk and liabilities.
  • Effective strategy for positive employee relations, Preparing and maintaining a playbook for response strategy for LR issue.

Analysis and Process Improvement

  • Develop processes that allow the operation to improve productivity and scale according to organizational goals and business needs.
  • Leverage analytics to provide insights to HR and business leadership on employee relations trends and engagement opportunities
  • Continuously enhance team capabilities to strengthen analytical insights, trend monitoring and a proactive Employee Relations agenda
  • Research, identify, and interpret current and emerging employee relations issues, trends, and opportunities; develops and implements responsive programs, initiatives, and communications
  • Audit existing processes and workflows, augment, streamline and refine as required by new policies, laws, and company initiatives

QUALIFICATIONS

Required Work Experience:

  • 10+ years’ experience in employee relations and Human Resources
  • Leadership of dispersed team of HR/ER professionals 
  • Experience in Union organizing activities
  • Demonstrated knowledge of HR management, policies, best practices and procedures.
  • Demonstrated knowledge of state and federal employment laws.
  • Demonstrated knowledge of HRIS system(s)

Preferred Work Experience:

N/A

Physical and Mental Requirements:

N/A

Knowledge:

N/A

Skills:

  • Strong interpersonal and consulting skills with the ability to build relationships with, influence, and coach leaders across all levels of the organization and hold them accountable to metrics
  • Ability to work effectively in a matrix organization and build strong relationships across functions and teams
  • Effective conflict resolution, facilitation, and consultation skills and skill in fact-finding, analysis, problem-solving and consulting to identify problems and recommend solutions
  • Excellent judgment, political sensitivity, and ability to maintain confidentiality and act collaboratively and discreetly
  • Independent thinker that can provide strategic thought leadership
  • Ability to collect and analyze data, qualitative and quantitative, to set the strategic direction for their work
  • Outstanding project management skills with strong attention to detail and ability to efficiently and simultaneously manage multiple multi-month projects to completion
  • Excellent written, verbal, and presentation communication skills


EDUCATION
Bachelor’s Degree(Required)