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Employee Relations and Performance Manager [ID: 1046]
Position Summary:

The Employee Relations and Performance Manager works with employees, supervisors, and managers to improve college-wide Performance Management and Employee Relations; works towards the path of success with the ultimate goal of assisting with the development and retention of high-performing employees. The Employment Relations and Performance Manager also investigates employee and manager concerns in an effective and timely manner.

The Employee Relations and Performance Manager – Key Focus Areas:

  1. Specializes in performance management challenges that are in need of a performance improvement plan or progressive discipline, up to and including possible termination;
  2. Investigates employee and manager concerns, minor and major, in an effective and timely manner;
  3. Coaches and advises employees, supervisors, and managers to promote employee success; and
  4. Analyzes exit interview data and creates implementation plans to address employee concerns.

The Employee Relations and Performance Manager is responsible for maintaining a broad knowledge of Human Resources areas, laws and regulations in order to effectively achieve the three key focus areas while advancing the long term strategic vision and mission of the college. The ideal candidate relies on effective and responsive communication strategies when working with college leadership, supervisors, and employees to promote and maintain a healthy organizational culture, enhance the employee experience, and manage risk.

  • HR areas include: Federal, State, and Local Compliance, Employee Communication, Employee Complaints and Investigations, Benefits & Wellness, Employee and Manager Training, and Professional Development, Onboarding and Offboarding functions; Employee Engagement; Performance Management
  • Reports to the HR Director, Organizational & Employee Success
  • Will coordinate closely with the Benefits & Wellness, Employment and Diversity, and Inclusion teams

Essential Duties

  1. Serves as a trusted advisor to senior leaders throughout the College;
  2. Effectively coaches and advises supervisors and managers across the college through employee life cycles;
  3. Investigates all levels of employee complaints and is the main contact for major investigations;
  4. Serves as a knowledgeable trusted advisor across the college to both employees and management;
  5. Maintains an accessible and unbiased approach and mindset;
  6. Utilizes HRIS data and technology to enhance and measure the results of Employee Relations programs and identify challenge areas;
  7. Research information required to formulize solid solutions and uses proper resources available, including colleagues;
  8. Is proactive with a focus on the college’s commitment to a Community of Care for all employees;
  9. Ability to communicate effectively, verbally and written, at all levels encouraging transparency with all stakeholders;
  10. Works closely with the Director of Diversity and Inclusion in implementing and reporting the College’s Grievance Procedures;
  11. Ensures all employee records are digitized and uploaded in a secure environment;
  12. Conducts exit interviews, summarizes findings and works with Director of Organizational and Employee Success in identifying trends and developing strategic courses of actions;
  13. Collaborates with college partners to oversee implementation of action plans stemming from investigation trends; and
  14. Works with Director of Organizational and Employee Success in creating communication plans for new strategic initiatives.

This is the fifth of seven levels in the Human Resources series. Incumbents oversee and coordinate the operations of a human resources related function, and is responsible for managing the daily activities, developing plans to approach projects, implementing solutions, and performing professional level work in assigned area.  Incumbents may be responsible for supervising employees or student workers, and developing and monitoring a budget.

Compensation: $49,409.85 - $69,173.79

Requirements:

Education:

  • Bachelor's degree in a related field to assigned area, preferably in Human Resources, is required; Master’s degree is preferred
  • Certification as Professional in Human Resources (PHR), SHRM- Certified Professional (SHRM-CP) or other advanced work highly desirable

Experience:

  • Six (6) years of Human Resource Management experience; experience in Employee Relations and Performance Management highly preferred
  • Must be a knowledgeable, skilled and experienced HR professional, capable of analyzing challenges; and formulating advice for managers to consider and rely upon
  • State or college work experience background preferred

* An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job may be acceptable in lieu of those requirements listed above.

Knowledge:

  • Leadership principles
  • Human resource program management principles and practices
  • Applicable Federal, State, and local laws, rules, and regulations
  • Performance Management principles
  • Employee complaint and investigations practices
  • Research, data collection, reporting, and presentation techniques
  • Human resources principles and practices;
  • Customer service principles;
  • Applicable Federal, State, and local laws, rules, regulations, codes, and/or statutes;
  • Analytical methodology;
  • Record maintenance techniques;
  • Supervisory principles;
  • Employee relations principles and practices;
  • Computers and related software applications.

Skills:

  • Must have a high level of professionalism and service responsiveness to internal customers with an open and collaborative communication style that encourages teamwork and cooperation, and must be a strong role model and coach  
  • Effective written and verbal communication skills are essential for this position
  • Complete discretion is required because this position involves access to sensitive human resource information
  • Ability to maintain confidentiality
  • Ability to follow-up in a succinct and timely manner on a regular basis
  • Prioritizes and assigns work and deadlines
  • Conversational knowledge on all HR programs through the employment life cycle, from recruiting to benefits to performance management to discipline to termination
  • Apply applicable Federal, State, and local laws, rules, and regulations
  • Uses a computer and related software applications
  • Develops and maintains information for Sharepoint and the HR website
  • Communication, interpersonal skills as applied to interaction with coworkers, supervisors, and employees sufficient to exchange or convey information and to give and receive work direction
  • Must be organized, knowledgeable and sufficiently detail-oriented to handle requests and resolve issues independently
  • Ability to work independently
  • Use of excellent negotiation skills is highly desired  
  • Experience with labor untions is highly desired
  • Evaluating complex systems and efficiently formulating and implementing human resources methods, procedures, forms, and records;
  • Preparing reports;
  • Providing customer service;
  • Problem solving skills;
  • Interpreting and applying applicable laws, rules, regulations, policies and procedures.
  • Maintaining confidentiality and record security;
  • Analyzing processes and making recommendations for improvement;
  • Monitoring and evaluating employees;
  • Using a computer and related software applications;
  • Verbal and written communication, interpersonal skills as applied to interaction with subordinates, coworkers, supervisor, the general public, etc. sufficient to exchange or convey information and to give and receive work direction.

Physical:

  • Position may require travelling to multiple campus locations for meetings.
  • Positions in this class typically require: reaching, standing, walking, grasping, feeling, talking, hearing, seeing and repetitive motions.
  • Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects.  Sedentary work involves sitting most of the time.  Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

Responsibilities:

These duties are a representative sample; position assignments may vary.

Potential Frequency

 1.

Create documents, templates and tools for use by supervisors on HR related topics related to Federal and state laws, college policies and procedures and HR policies.  Ensure training for employees and supervisors are kept up-to-date.

Daily

15%

2.

Analyze data surrounding employee complaints/investigations and exit interviews and provide analysis and recommendations to leadership to address both negative and positive trends.

Daily

15%

3.

Create and implement college-wide performance management plan addressing all college employees (training, communication, review and reporting analytics).

Daily

30%

4.

Address Employee Relations concerns, complaints and conduct internal investigations.  Assist supervisors using intervention and progressive discipline tools.  Create report(s) as required.

Daily

40%

5.

Performs other duties of a similar nature or level.

As Required


 
Equal Access/Equal Opportunity

The Board of Trustees of St. Petersburg College affirms its equal opportunity policy in accordance with the provisions of the Florida Educational Equity Act and all other relevant state and federal laws, rules and regulations. The college will not discriminate on the basis of race, color, ethnicity, religion, sex, age, national origin, marital status, pregnancy, sexual orientation, gender identity, genetic information, or against any qualified individual with disabilities in its employment practices or in the admission and treatment of students. Recognizing that sexual harassment constitutes discrimination on the basis of sex and violates this Rule, the college will not tolerate such conduct. Should you experience such behavior, please contact Dr. Devona Pierre, Executive Director, Organizational Culture and Engagement/Title IX Coordinator at 727-341-3261; by mail at P.O. Box 13489, St. Petersburg, FL 33733-3489; or by email at eaeo_director@spcollege.edu.