PURPOSE AND SCOPE:|
Provides employee relations support, guidance and advice to field management and employees in assigned regions within a FMS Division ensuring compliance with company policies and procedures, and local, state and federal employment regulations and requirements. Utilizes knowledge and expertise in the employee relations and human resources field to investigate, address, and resolve human resource issues and problems, including but not limited to personnel management, policy and procedure interpretation and implementation, benefits, and change management.
Support FMCNA's mission, vision, core values and customer service philosophy. Adhere to the FMCNA Compliance Program, including following all regulatory and FMS policy requirements.
Responsible for driving the FMS culture through values and customer service standards.
Accountable for outstanding customer service to all external and internal customers.
Develops and maintains effective relationships through effective and timely communication.
Takes initiative and action to respond, resolve and follow up regarding customer service issues with all customers in a timely manner.
PRINCIPAL RESPONSIBILITIES AND DUTIES:
Effectively administers personnel and employee relations programs in accordance with company policies and procedures ensuring compliance with regulatory requirements including Equal Employment Opportunity (EEO), Family Medical Leave Act (FMLA) and American Disabilities Act as Amended (ADAAA) to ensure the uniform and equitable treatment of employees.
Investigates and resolves employee relations issues.
Guides field managers and employees through the performance management and conflict resolution processes.
Assists in the development and execution of corrective action and developmental action plans to address problems.
Consults with the Division VP HR and legal counsel, on highly complex or high-risk issues.
Provides various trainings to increase manager skill sets to enable manager to address issues such as a hostile work environment, and sexual harassment.
Diagnoses and identifies pro-active steps to avoid recurring issues.
Interacts with GVPs on a regular basis to review trends, high complex cases and points of concern for the Group.
Collaborates with corporate HR and Payroll resources to ensure appropriate resolution.
In accordance with established guidelines, provides field managers and supervisors with interpretation and guidance regarding HR policies, legal and compliance matters to ensure fair and consistent application. Counsels and advises field management on the administration of specific employment laws including federal and state labor laws including but not limited to the FMLA and ADAAA.
Investigates employee action line calls (CAL or EAR) in a timely manner with assistance from appropriate internal experts (legal, compliance, risk and/or Corporate HR) and recommends remedies while appropriately documenting actions taken, escalating sensitive or critical issues to the appropriate members of management as appropriate.
Conducts climate assessments at clinical level through staff interviews, documentation and other staff techniques. Communicates the finding of such assessments to Regional and Division level executives and provides appropriate recommendations for improvements and or remedies.
Assists field managers with performance management issues including the development of performance improvement plans and all aspects of progressive discipline and documentation. Assists field personnel in reviewing the content of performance related documentation to minimize risk to the organization.
Consults with the FMCNA Legal Department as necessary regarding interpretation of policies as affected by state and federal laws.
Provide investigatory support to the legal department when responding to State or Federal agency employment claims which may be filed against the organization.
Provide administrative support to the legal department, collecting data and source documents when responding to legal claims, lawsuits and subpoenas.
Reviews all field requests related to employee separations related to Reductions in Force and or Divestitures partnering with the legal department to minimize potential risk to the organization.
Provides separation review on all Leave employees who may be outside the FMS policy guidelines, identifies those still protected under state or federal law. Collaborates with HR VP and legal to manage the process recommending to either return the employee or separate while minimizing the risk to the organization.
Accountable for providing outstanding customer service FMS field personnel, including senior management, field managers and field level personnel developing and maintaining effective working relationships as appropriate.
Facilitates exit interviews with voluntarily terminating employees when specifically requested.
Assists with the on-boarding of new employees through Acquisitions, in Affirmative Action planning and reporting, and in the administration of Division level employee recognition programs where applicable.
Provides knowledgeable recommendations to support FMS HR goals which facilitate understanding in the field that ultimately will enhance organizational outcomes and results.
If applicable, provides HR support for unionized facilities through guidance and interpretation of the union contract.
May assist in union avoidance activities (including training and union-free communications).
Other duties as assigned.
PHYSICAL DEMANDS AND WORKING CONDITIONS:
The physical demands and work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Day to day work includes desk and personal computer work and interaction with divisional and facility staff and management. The position requires travel between assigned facilities and various locations within the community.
Travel to various locations is required.
Bachelor's Degree - preferably in Business, Human Resources, Management or related field.
HR Certification preferred.
EXPERIENCE AND REQUIRED SKILLS:
Minimum of 5 years employee relations experience, preferably in a healthcare environment.
Experienced in working in a multi-state operation preferred.
Demonstrated knowledge in the areas of employment law including, FMLA, ADAAA, and other federal and state labor laws.
Excellent communication skills, both verbal and written, and ability to work well with all levels of the organization.
Must have well-developed organizational design, assessment, diagnostic, change management, presentation, communication, facilitation and influencing skills plus computer application skills in word processing, spreadsheets and data base report writing.
Demonstrated track record of effectively addressing sensitive and/or stressful situations and information with tact, discretion and strict adherence to confidentiality requirements.
Must possess excellent organizational, teamwork, process and problem solving skills, as well as the ability to multi-task in a changing, highly matrixed environment.
Must demonstrate interest in learning and growth.
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