- Responsible for streamlining infrastructure, processes, and ER related tracking tools and providing analysis.
- Provide advice and consult to employees experiencing work related issues.
- Conduct complex and sensitive employee investigations with little supervision, including determining appropriate investigation strategies, leading witness interviews and any required document review, and determining findings and recommendations for appropriate resolution.
- Where applicable, draft well-written investigation-related documents, including manager talking points, written warnings, case executive summaries and other documents with little supervision.
- Address conflicts and strive to resolve them in a positive manner that benefits all parties and facilitates healthy work relationships.
- Conduct follow up pulse checks with complainants and witnesses at a 30- & 90-day intervals after complaint is resolved.
- Work closely with managers at all levels in the development and deployment of performance improvement plans.
- Conduct AVP & Director level coaching huddles to proactively identify potential issues.
- Responsible for employee coaching, performance counseling, and assistance of the performance review process, including working closely with managers at all levels in the development and deployment of performance improvement plans independently.
- Working with the General Counsel's office, responsible for facilitating the separation process, including exit interviews and out processing.
- Communicate and educate others about our performance management plan (PMP) process for check-ins, year-end reviews and goal setting.
- Manage process from end-to-end, including sending reminders and working to a 100% completion goal.
- Immediate identification of employees that are off track and execution of interventions to correct (Training, Coaching, Performance Management)
- Partnership between HR & management to proactively manage performance management issues, continuously develop staff by providing specific feedback about performance and development needs.
- Serve as subject matter expert for employee relations, performance management processes, performance management plan cycle and initiatives.
- Collaborate with Talent & Organizational Development to deliver trainings on subject matter areas.
- Identification of employees that excel and in coordination with Learning & Development, execution of engagement initiatives (recognition, job enrichment, best practices)
- Work on employee awards and recognition programs to differentiate staff by recognizing and rewarding performance.
- Monitor HR Helpdesk for assigned areas and provide responses.
- Review all HR policies, document and identify cadence for updating.
- Update policy formatting, evaluate platforms for containing all policies, ensuring version control, ease of updating and accessing relevant information.
- Provide regular reminders/updates on policies via All Employee Meetings, internal communications, department trainings, etc.
- Bachelor's degree in Human Resources or commensurate experience SPHR or PHR.
- 5+ years of HR experience in employee relations and performance management.
- Demonstrated experience leading a wide variety of complex employee investigations with little supervision.
- Excellent decision making, problem solving, critical thinking and root cause/analysis skills.
- Demonstrated investigation and consultative skills.
- Advanced understanding of employment and HR related laws, regulations, policies, principles, concepts and practices, including Title VII, ADA, ADAA, and FMLA.
- High emotional intelligence and strong people skills
- Ability to handle highly sensitive and confidential matters with compassion and equity.
- Ability to position self as credible, proactive and a trusted thought-partner.
- Independent work style, balancing the need for collaboration with minimal supervision.
- Ability to manage multiple projects with strong organizational skills, time management and prioritization skills.
- Excellent communication and presentation skills, including verbal and written.
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Manager, Performance Management - Washington, United States - NCQA
Description
NCQA is seeking a Manager of Performance Management & Employee Relations to assist in delivering core HR functions which include performance management process (goal setting, reviews, education and trainings), employee relations, conducting internal investigations, recommending corrective actions, performance improvement planning, coordinating/executing terminations, and employee records management. This role will also ensure that operations are in compliance with all local, state and federal labor laws, as well as laws that govern business practices.
Responsibilities
Employee Relations
NCQA is a drug free workplace. NCQA recruits, hires, trains and promotes individuals, and administers any and all personnel actions, without regard to race, color, religion, national origin, age, sex, pregnancy, citizenship, familial status, disability status, veteran status, genetic information, or other protected statuses under applicable state and federal laws.
NCQA will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c).
