Senior Employee Relations Analyst

Job Description Optum is a global organization that delivers care, aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care, pharmacy benefits, data and resources they need to feel their best. Here, you will find a culture guided by inclusion, talented peers, comprehensive benefits and career development opportunities. Come make an impact on the communities we serve as you help us advance health optimization on a global scale. Join us to start Caring. Connecting. Growing together. Primary Responsibilities: - ERL_Manage Employee Relations Cases - Ensure appropriate and timely response to workplace issues (e.g., phone coverage, service requests) - Ensure cases are opened and closed as required - Manage case volume - Ensure comprehensive documentation of ER cases (e.g., including all relevant information) - Interpret, apply and ensure compliance with relevant company policies and applicable governmental laws/regulations for specific ER cases - Identify appropriate actions for employees, managers and HCPs to take - Escalate cases as appropriate (e.g., based on salary grade, issue complexity, legal/business risk) - ERL_Provide Consulting/Expertise on Employee Relations Issues - Maintain knowledge of current best practices in the employee relations field (e.g., theories, frameworks, technologies, and trends) - Provide leadership and direction to employees, managers and HCPs on handling workplace issues - Establish personal trust and credibility with business partners and stakeholders (e.g., leaders, Human Capital Partners) - Demonstrate a clear point of view about Human Capital activities as well as business needs - Provide consulting to managers on Corrective Action issues (e.g., CAPs) - Provide consulting on involuntary employee terminations issues, and process involuntary employee terminations - Administer/support coordination for a variety of ER processes/initiatives/programs (e.g., I-9, personnel file fulfillment, legal requests) - Incorporate industry best practices into employee relations practices/programs (e.g., CLC, gOEbase, Bersin) - Leverage and build upon current best practices to create industry-leading employee relations practices/processes - Manage/support Employee Relations programs/initiatives - Provide support for RFPs - Provide training on HRdirect/Employee Relations model and topics - ERL_Conduct/Support Investigation of Workplace Issues and Programs - Investigate complex workplace issues (e.g., wage/hour, discrimination, harassment) - Provide tools and coaching to managers and HCPs to help them conduct workplace investigations - Manage/support Employee Relations programs/initiatives (e.g., random drug testing, background investigations) - Manage the IDR process (e.g., meeting coordination/facilitation, review responses, obtain legal review) - Identify the need to update/revise existing policies and create new policies based on company needs or legal/regulatory requirements - Communicate and implement new/updated/revised policies - ERL_Conduct Reporting/Analysis of ER Activities - Identify appropriate metrics and data collection approaches to support business needs (e.g., IDR volume, case volume, case types) - Provide reporting to applicable stakeholders to meet business or legal needs - Identify/communicate trends and information related to current business issues/needs (e.g., areas of concern, volume of employee complaints, management issues, financial impacts, training needs) - Research complaints by location and/or manager as needed for investigations - Analyze data/reports to help improve performance of the ER function - ERL_Manage/Support Auditing Activities - Manage/support OFCCP audits - Respond to OCFFP data requests - Manage/support on-site audit activities - Provide policy support as needed for various auditing activities (e.g., CMS) - Respond to Dept of Labor requests as needed (e.g., answer questions, provide data) - ERL_Manage the Downsizing Process - Provide manager training on how to complete the business case, DA and notification training - Coordinate/support communication strategies (e.g., employee notification, benefit impact calls) - Work with managers to develop the business case - Identify the impacted group - Conduct competency and adverse impact analysis - Prepare job title and age list - Prepare severance agreements and outplacement packets - Process payments and terminations - Provide reports to finance on downsizing costs - Comply with the terms and conditions of the employment contract, company policies and procedures, and any and all directives (such as, but not limited to, transfer and/or re-assignment to different work locations, change in teams and/or work shifts, policies in regard to flexibility of work benefits and/or work environment, alternative work arrangements, and other decisions that may arise due to the changing business environment). The Company may adopt, vary or rescind these policies and directives in its absolute discretion and without any limitation (implied or otherwise) on its ability to do so Required Qualifications: - 7+ years of experience in Employee Relations, Human Resources or Employment Legal - Experience in conducting investigations and advising on or supporting local disciplinary and investigation processes - Experience in establishing cross-functional relationships at all levels and geographies #NJP