Employee Relations Playbook v.2 - Flipbook - Page 14
Roles & Responsibilities
Section 3.01 ER-DESIGNATED HR PROFESSIONALS
c.
a. Overall responsibilities
handle:
i. Provide guidance on corrective actions
ii. Serve as an expert on employee and labor
i.
relations, including performance issues
including multiple parties involved across
iii. Serve as a consultant/coach for complex,
schools, senior employees)
Higher level complexity complaints (ex.
ii. Higher levels of severity, pervasiveness, and
sensitive and high-profile issues
iv. Help identify, coach and support HR
persistence (ex. multiple HR partner attempts
partners and leaders to resolve workplace
at resolution)
issues
d. Responsibilities to refer to other parties if
v. Conduct fact-finding, investigations and
not within their threshold:
provide a report with proposed actions and
i.
solutions (i.e., team building, assessments)
required to refer issues they receive which
vi. Partner with HR Partners to identify
appear in the latter portions of this section (for
emerging areas and their implications for
Managers/Leaders and Investigative Offices)
industrial relations
within 24 hours of receiving them.
Employee
Relations
training on conflict management strategies,
Managers/Leaders should be referred via
workplace
secure email and in-person/phone call
and
conflict
2)
Concerns
which
which
belong
are
1)
communication,
Concerns
professionals
vii. Provide/ partner with L&OD to provide
resolution
b.
Threshold of complaints these professionals
belong
with
with
Investigative Offices should be referred
Preventative responsibilities
i. Uses data and concern visibility to identify
within I-Sight
e. Fact gathering responsibilities
trends and pervasive issues early
ii. Ensures the community is trained on the
i. ER professionals are required to gather facts
new process and aware of available resources
about
iii.
following the steps designated in the Concern
Identify
opportunities
for
policy
the
concern
Flow.
They
within
must
their
take
purview
enhancements and changes
Process
time
to
iv. Report to HR Partners and Investigative
interview relevant parties to understand the
Offices and school/unit leaders
circumstance.
ii. Facts must be recorded in I-Sight according
to standard data entry protocols (see Article 5).
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