Employee Relations Sr Advisor

Employer
AARP
Location
Washington, DC
Posted
Sep 14, 2021
Closes
Oct 14, 2021
Ref
12461392
Function
Other
Industry
Nonprofit
Hours
Full Time
Business Unit Description

AARP is a nonprofit, nonpartisan organization, with a membership of nearly 38 million that helps people turn their goals and dreams into 'Real Possibilities' by changing the way America defines aging. With staffed offices in all 50 states, the District of Columbia, Puerto Rico, and the U.S. Virgin Islands, AARP works to strengthen communities and promote the issues that matter most to families such as healthcare security, financial security and personal fulfillment. AARP also advocates for individuals in the marketplace by selecting products and services of high quality and value to carry the AARP name.

The Human Resources Group aligns policies, procedures, and activities with AARP's mission and strategic priorities. Human Resources does this by partnering with AARP's leaders and employees to assist them in achieving their objectives. We challenge dynamics inhibiting AARP progress and help AARP meet its social and financial objectives.
Summary

We are currently seeking an Employee Relations Senior Advisor. This role reports to the Vice President, HR Group Consulting Services, providing prompt and thorough investigation and resolution to complex and sensitive employee relations issues with consistent application of workplace policies/ procedures and compliance with federal, state and local employment laws and regulations. The Employee Relations Senior Advisor will help build and improve upon AARP's Employee Relations processes and provide proactive solutions to ensure positive employee relations.

The Employee Relations Senior Advisor provides advice, guidance, and solutions to HR Business Partners and business leaders to maintain a workplace in which all employees can thrive, drive business results, and live our company values. The Employee Relations Senior Advisor will also be called upon to thoughtfully engage a broader stakeholder group that includes HR functional leaders, HR Business Partners, Office of General Counsel's Ethics and Compliance Officer, and internal Employment Counsel in planned fashion while conducting investigations.
Responsibilities
  • Determine investigative plans; conduct thorough investigations; and document investigative summary letters and supporting documentation that succinctly captures the issue to be addressed, process taken to address, and recommended solutions. Call upon OGC's legal team and Ethics & Compliance office for collaboration, advice and guidance as needed.
  • Use insights and analytics to identify, catalog and report on workplace trends and issues, diagnose ER problems, and identify business solutions to address these issues.
  • Facilitate resolution of employee issues and concerns in conjunction with HR, the employee and management by providing guidance and consultation regarding problem solving, dispute resolution, regulatory compliance, litigation avoidance and strives to resolve internal conflict informally through appropriate conflict management and mediation techniques.
  • Collaborate with HR leadership and Business Partners on the development and review of supporting documentation for all involuntary separations to ensure AARP has followed progressive discipline methods where applicable.
  • Provide advice and counsel to managers, supervisors and employees regarding laws, regulations, policies, procedures and practices related to employee relations matters.
  • Ensure consistent application and interpretation of Labor Relations, Employee Relations, policies, contracts, and strategies; apply knowledge of the Americans with Disabilities Act and manages the interactive process for requests for reasonable accommodation ensuring appropriate, legally compliant solutions.
  • Share knowledge and learnings with the business and HR staff on ER matters and best practices, including performance management, terminations, restructuring, leave management and accommodation requests, workplace drug/alcohol/violence matters, conflict resolution, etc.
  • Author and advance improvements to AARP's HR policies and procedures and monitor compliance; and assist in internal audits of employee relations issues and make recommendations to resolve issues in accordance with Company policies, practices, and procedures.
Requirements
  • Bachelor's degree required; advanced degree or coursework in related field preferred.
  • SHRM certification preferred.
  • Minimum of 5 years of HR proven experience in Employee Relations and/or achievements in a generalist capacity.
  • Expertise in federal, state and local laws and regulations.
  • Ability to manage and multi-task an ongoing caseload of workplace investigations.
  • Exceptional analytical skills who can quickly assimilate and synthesize complex data and information into a decision-making framework.
  • Strong ability to apply effective listening skills, communicate unambiguously with stakeholders at various levels, and propose compelling solutions.
  • Ability to interpret and apply best practice HR policies.
  • Ability to remain highly organized while understanding and working through a matrixed stakeholder group.
  • Absolute discretion and confidentiality regarding sensitive information; highest standards of ethical conduct and integrity.
  • Comfort and proficiency with technology and applications such as MS Office (Outlook, Word, Excel, PowerPoint, TEAMS), Smartsheet, PeopleSoft, etc.
Compensation and Benefits

AARP offers competitive benefits with a 401(k); 100% company-funded pension plan; health, dental, and vision plans; life insurance paid time off to include company and individual holidays, vacation, sick, caregiving, and parental leave; performance-based and peer-based recognition; tuition reimbursement; among others. Visit careers.aarp.org/benefits for more information.
Equal Employment Opportunity

AARP is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. AARP does not discriminate on the basis of race, ethnicity, religion, sex, color, national origin, age, sexual orientation, gender identity or expression, mental or physical disability, genetic information, veteran status, or on any other basis prohibited by applicable law.

As a result of the COVID pandemic, all interviews will be held virtually and all non-essential employees will continue to work remotely until further notice.

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