Employee Relations Advisor
US-NJ-Cherry Hill
careers
Req #: 17919
Type: Full Time
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Overview:
The Employee Relations Advisor is a senior-level HR professional responsible for leading HR-related investigations with objectivity and sound judgement. Serving as a trusted advisor, this role partners closely with the HR team, Legal, and business leaders to ensure the execution and ownership of investigating Employee Relations concerns, providing consultation and guidance to both managers and employees. This role requires a strong blend of HR expertise, strong investigatory acumen, and exceptional communications skills.
Responsibilities:
Essential Responsibilities
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* Plan, conduct and document detailed and unbiased investigations into employee complaints and allegations, providing consultative guidance to Human Resources and business leaders throughout the process.
* Interpret and apply company policies, procedures and practices to ensure consistent and fair handling of employee relations matters, offering insights to support management decision-making.
* Investigate complex and sensitive internal disputes including complaints of discrimination and harassment, using best practice investigatory procedures and a solutions-focused approach.
* Collects and analyzes witness statements and documentary evidence , making credibility determinations and advising on appropriate next steps.
* Gather relevant information and interview involved parties in a timely manner, building a culture of trust and accountability.
* Maintain accurate and confidential records of investigations and employee relations matters.
* Ensure investigations are conducted in compliance with federal, state and local employment laws, offering recommendations grounded in both policy and law.
* Prepare clear, concise investigative reports summarizing findings and outlining potential resolutions or preventative strategies.
* Present findings to HR leadership and Legal teams as well as other stakeholders as needed.
* Partner closely with HRBPs to coach leaders on policy interpretation, employee performance concerns, and appropriate corrective actions.
* Serve as a subject matter expert and trusted advisor on employee relations trends, proactively identifying and addressing emerging issues.
* Performs other duties as assigned.
Organization-wide Expectations
* Abides by Bancroft's Code of Ethical Conduct ("the Code") , Mission Statement, Vision Statement and Core Values in promoting ethical behavior, establishing relationships and providing guidance in decision-making situations.
* Remains current with required training certifications, meets state-regulated licensing and regulatory accreditations, and adheres to mandatory requirements.
* Maintains effective verbal and written communications with colleagues, individuals we serve, and their family members and/or guardians when applicable.
* Willingly and effectively cooperates with Bancroft, The Department of Human Services, The Division of Developmental Disabilities (DDD), and other licensing or state agencies or local municipalities in any inspections and investigations, upon request.
* Maintains a safe and respectful environment, free of abuse, neglect, or exploitation; does not allow weapons, threats, bullying or intimidation.
* Reports any actual, potential or perceived violations to the appropriate individual as soon as it becomes known.
* Follows all laws, regulations, Bancroft policies and procedures, and acknowledges the Code is a condition of my employment with Bancroft. Understand that I may seek advice or additional information from my supervisor, any other manager, Human Resources, the Corporate Compliance and Privacy Officer, or contact the Bancroft Compliance Hotline at any time for any compliance questions or issues.
* Reports discrimination, unfair treatment, abuse or neglect, workplace safety issues that have not been addressed with supervisor, manager, Human Resources, Compliance Officer or anonymously report concerns via the Compliance Hotline.
* Maintains levels of supervision as defined in behavior plans; e.g., Individual Program Plan (IPP), Individual Rehabilitation Plan (IRP), Individual Education Plan (IEP), Individual Service Plan (ISP), etc., when applicable.
Qualifications:
Education
Bachelor's degree in Human Resources or related study.
Preferred: HR certification including but not limited to: PHR / SPHR / Employee Relations Investigations.
Experience
Minimum of 5 years of general Human Resources experience as well as 5 years of investigatory experience. Working knowledge of multiple HR disciplines (e.g. compensation practices, performance management, safety, and federal and state respective employment laws).
Special Skills
Candidates must have the ability to create a safe space in order to interview individuals throughout the organization. Exercise neutrality and active listening. Exercise sound judgment while escalating concerns to appropriate authority when necessary. Understand the ability to say "no", communicate a tough message and stand in the decision. Clear communication skills (both written and verbal). Ability to think "on your feet" and respond in the moment. Ability to present the facts and make recommendations.
Other Requirements
All team members are required to complete and clear a criminal background check, including but not limited to the following: post-offer physical assessment, central registry check, child abuse check, fingerprinting, sanction screening (Exclusion Checks), and drug test, per current legal requirements, licensing guidelines and Bancroft policies and procedures upon hire, randomly and at defined intervals. Bancroft will conduct criminal background checks every two years and central registry checks twice a year during your employment and pre-employment sanction screening and monthly sanction screening post- employment. All team members must have a current driver's license (if applicable for role) and a driving record not exceeding 5 points.
Required Behavioral Competencies Compassion
Expressing kindness, caring and a willingness to help others.
Help others feel valued and support a sense of belonging. Show interest and concern for others with whom you work, serve or support. Offer support when a colleague is in need without being asked. Listen openly, non-defensively, and without judgment when someone is sharing an opinion, concern or issue. Be available and supportive to others. Create an environment where different ideas and experiences can be shared openly by team members without fear of criticism or retaliation. Show empathy to colleagues, families' and individuals when dealing with difficult situations. Explain the "Why" to everyone involved when a treatment is being recommended. Be conscious of your own blind spots or unconscious bias.
Accountability
Accepting responsibility for personal behavior and actions.
Consistently come to work when scheduled and be on time. Keep your promises and other commitments. Follow-through to completion when accepting responsibility for something. Meet deadlines and follow-up to ensure others do the same. Ensure team member concerns are heard, responded to, and addressed appropriately. Follow all policies and procedures. Use the employee escalation and appeal process when your immediate supervisor can not satisfactorily address a workplace issue or concern. Attend meetings, education and other events you signed up for and communicate if your plans change. Come to meetings on time and be prepared to actively participate. Own issues or challenges by finding things within your control that can help.
Respect
Showing care about the feelings and well-being of others.
Treat everyone fairly; the way they would want you to treat them. Get to know the individuals supported, families and colleagues for the person they are; introduce yourself and engage in meaningful conversations. Show support for all individuals we encounter (team members, those we serve, family members, etc.), learn their names and how to prono
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