The Manager, Employee Relations is primarily responsible for providing reasonable assurance that all Human Resources activities within BOKF are in compliance with laws, regulations and internal policy. This involves directing the Employee Relations functions for BOKF personnel, providing advice and counsel to managers and supervisors regarding personnel practices, policy and employment laws. Partners with internal Risk, Audit and Compliance departments and external counsel when applicable. This position has a close working relationship with other Human Resource personnel to ensure consistency throughout BOKF. Analyzes the compliance approach and manages resources to ensure that risks for individual areas and for the Human Resources function as a whole are proactively identified and addressed. In addition, the Manager, Employee Relations identifies and oversees the institutionalization of compliance, regulatory, and legal-related organizational knowledge for the Human Resources Department. This position serves as an advisor to the Chief Human Resources Officer, making final recommendations based on Federal/State employment laws and regulations.
Directs all Employee Relations activities to include developing, interpreting and recommending program goals and objectives, policies and procedures. Manages issues, lawsuits and internal complaints; collects, researches, analyzes, and summarizes documentation for the complaint or charge; interviews employees to gather information relating to complaint or charge. Counsels managers and employees on the interpretation of laws, regulations and policies. Exercises sound judgment and decision making based Federal/State employment laws and regulations to minimize legal liability to the organization and partners with external counsel to ensure successful resolution of employee relations matters.
Ensures employment practices are in compliance with government regulations, statutes and laws; consults with managers and supervisors on Affirmative Action and employee related issues; researches employment law regarding issues which have been challenged; makes sound decisions/recommendations; coordinates development and communication of Human Resources policy and procedures with other Human Resource Business Partners to ensure consistency; coordinates and manages Reduction in Force process.
Identifies, develops, and recommends revisions of internal standards, policies, operating procedures, and new programs to improve efficiency; provides staff with clear and concise written guidelines. Remains abreast of developments in laws, regulations, and compliance in the Human Resource area by partnering with internal Risk, Audit and Compliance departments.
Manages the research of affirmative action data for quarterly and annual Affirmative Action reports for BOKF; analyzes, summarizes, and interprets information for plans; utilizes the analysis to advise management of current practices and procedures which may be potential problems and recommends corrective action; rewrites Affirmative Action Plans (AAP) annually; acts as a liaison to OFCCP officials during audits; coordinates AAPs development with Human Resources Managers corporate-wide.
Directs and supervises Employee Relations team; determines work priorities and schedules work assignments, selects; evaluates, orients, counsels and trains subordinate personnel.
Extensive knowledge of applicable state and federal employment laws and governmental regulations (EEO, ADA, FLSA, Wage and Hour, )
Extensive knowledge of human resource policies and procedures associated with employee relations, compensation, and training
Outstanding decision making, problem solving and organizational skills
Ability to identify and resolve sensitive issues and alert management to potential liability and supervisory/managerial issues
Advanced interpersonal skills including oral and written communication skills; ability to explain governmental regulations to all levels of employees
Excellent management and team building skills
Advanced PC skills including knowledge of word processing and spreadsheet applications
This level of knowledge is normally acquired through completion of a Master’s of Business Administration or Juris Doctorate and 7-9 years related experience in employee relations/employee law or 13+ years of equivalent work experience. 3-5 years in a managerial role is required.
Will your money BOK? Multibank holding company BOK Financial tries to make sure it is. With seven principal banking divisions in eight...