Location: Hybrid

Schedule: 8am - 5pm, Monday - Friday

Since 1852, Elwyn has helped people with autism, intellectual, developmental, and behavioral challenges lead meaningful lives. As an internationally recognized nonprofit human services organization, we have always been on the forefront of innovation.

Please join us to make a difference in the life quality of children, teens and adults with autism, intellectual and developmental disabilities, and related behavioral health challenges - and feel the resulting pride that will enrich your own life.

• Generous Paid Time Off
  
• Comprehensive Medical/Dental/Vision Benefit Packages
  
• Earned Wage Access/On-Demand Pay
• Paid On-the-Job Training
  
• Tuition Reimbursement
  
• Career Advancement Opportunities and Growth
  
• Flexible Schedules
  
• Retirement Savings Plan

Elwyn is currently seeking a Director, Labor Relations and Strategic Human Resources Business Partner to drive Elwyn's Core Values throughout its culture by developing and directing people strategies with a staff of Human Resources professionals by aligning people initiatives with business objectives, by providing effective strategic human resources leadership to build a best-in-class culture, and by serving as an internal consultant to operational leadership on human resource-related issues. This Director acts as an employee champion and change agent; identifies and prepares development plans for key employees and high potential employees; leads change management initiatives; manages HR-related internal and external communication; assesses and anticipates core HR and related needs; proactively communicates needs with other core corporate HR Centers of Excellence (COE) leaders and operational leadership; seeks to develop integrated solutions and formulates partnerships in collaboration with appropriate shared corporate service departments, other resources, and across the HR function to deliver value-added services to operational leadership and employees that reflect the business and operational objectives of the organization; and maintains an effective level of business and operational acumen about operation's financial position, its short-, mid- and long-range plans, its culture, and its competition.

DUTIES AND RESPONSIBILITIES:

• Partners with Elwyn New Jersey operational leadership team(s) to support the organization's core values, mission, vision and philosophy and overall operational goals, objectives, and initiatives by recommending, advising, and developing HR strategies and best practices, programs, processes, and initiatives, ensuring operational compliance with all local, state, and federal employment regulations and statutes and organizational policies
• Serves as the agency's key contact for all levels of labor relation support to managers. Tasks include but are not limited to negotiation of collective bargaining agreements, facilitating periodic labor-management meetings, reviewing grievances, and coordinating arbitration activities
• Consults with all levels of operational leadership, providing HR guidance when appropriate
• Works closely with operational leadership and employees to improve work relationships, build morale and employee engagement, increase productivity and retention, build rewarding and recognition programs and initiatives, and drive the building of a best-in-class organizational culture
• Provides day-to-day performance management guidance to operational leadership at all levels in all areas of HR including but not limited to coaching, counseling, career development, disciplinary actions, problem resolution on employment issues and ensures standard application of corporate policies and procedures in all actions.
  
  • In coordination with internal HR Centers of Excellence leaders, provides local support efforts with leave management and diversity/inclusion/equity initiatives
• Assists employees and managers in performance management processes, including setting expectations/ objectives, providing effective feedback, formal performance evaluations, and recognition and rewards
• Conducts regular meetings with respective business or operational leaders at all levels
• Provides HR policy guidance and interpretation to Elwyn New Jersey and its employees and leaders
• Understands and provides guidance and interpretation with terms and conditions of Collective Bargaining Agreements (CBA) within a unionized environment with tasks including but not limited to adherence to scheduling procedures, processing transfers and promotions, administering disciplinary actions, adjudicating grievances, where appropriate, etc. and encourages positive working relationships with our union partners
• Manages union-related employee issues and concerns
• Analyzes trends and metrics and reports out to operational leadership on appropriate employee personnel information and data, turnover analysis, employee satisfaction, EEO, promotions, etc. in partnership with the HR group to develop solutions, programs, and policies to increase retention, employee satisfaction, employee development and cultural competencies
• Coordinates with Talent Acquisition and operational leadership in assisting with selection and recommendation of new hires, promotions, and transfers; assists operational leadership in the interview and selection process of new leadership positions
• Provides guidance and input on business or operational unit restructures, right-sizing, workforce planning and succession planning through identifying and developing high-potential employees and leaders
• In coordination with Staff and Professional Development, participates in evaluation and monitoring of training programs to ensure success; recommends and provides input into the development and implementation of training programs on various topics, including but not limited to preventing harassment, performance management, effective leadership skills, employment compliance, interviewing skills trainings, and new employee orientation; and follows up to ensure training objectives are met
• In coordination with the Executive Director, Strategic Human Resources Business Partnerships, manages and resolves complex employee relations issues; collaborates on conducting effective, thorough, and objective employee relations investigations and debriefing with recommendations for corrective action, where necessary; and provides problem solving techniques, ensuring fairness and maximum productivity
  
  • Manages and assists operational leadership on any reasonable accommodation requests and ensures compliance with all applicable state and federal laws including but not limited to the New Jersey Law Against Discrimination, the Americans with Disabilities Act, and the Pregnant Workers Fairness Act
  • Assists as needed with development and implementation of climate surveys and analysis of data to create solutions where areas of opportunity are identified
• Provide supervision of assigned staff in the areas including, but not limited to, recruitment, selection, leadership, coaching, training, performance management, promotion, discipline, and termination
• Advises, consults, and coordinates with operational leadership in development of documentation and procedures in counseling, performance managing and disciplining employees, in accordance with corporate policy and in compliance with federal, state, and local employment laws and regulations
• Works directly with members of operational leadership and Benefits and Compensation with regards to competitive compensation structures, promotions, transfers, performance management, etc. and ensures salaries are reviewed and changes recommended are in keeping with salary administration structures and policies to ensure internal equity and marketplace competitiveness
  
  • Participates in the periodic review, revision and general maintenance of position descriptions and classifications and works with compensation to ensure proper grading and Fair Labor Standards Act status
• Assists corporate Risk Management in the implementation of workers compensation and workplace safety programs and Risk Management policies
• Exercises independent judgment in analyzing complex and diverse workplace issues
• Educates operational leadership and employees in all areas of HR, including corporate policies and procedures; manages general inquiries by providing information and referrals
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Under the direct supervision of Executive Director of Strategic HRBPs, assists with outside employment counsel as needed/required with matters related but not limited to responses to fair employment practices claims, legal actions, and any other administrative employment agency claims with the Equal Employment Opportunity Commission (EEOC), NJ Department of Labor and Workforce Development, New Jersey Division of Civil Rights, and any other applicable administrative employment agency claims
• Coordinates local and organizational HR communication initiatives
• Oversees HR activities in preparing for, answering, and defending unemployment compensation and employment hearings as needed
• Maintains current state-mandated training and certifications
• Follows all current policies and procedures of Elwyn New Jersey
• Cooperates with Elwyn New Jersey and the State of New Jersey Department of Human Services, or any other authorized investigating body during an inspection, inquiry, or investigation
• Performs other related duties as required

QUALIFICATIONS, EDUCATION AND EXPERIENCE:

• Bachelor's degree in industrial and labor relations, business or public administration, human resource management, or related field of study with human resources certification (any of the following preferred: PHR/SPHR/SHRM-CP/SHRM-SCP/CCP/CEBS/CBP) preferred. In lieu of bachelor's degree, high school diploma with the equivalent relevant work experience
• Ten (10) years' experience in a human resources with demonstrated increasing responsibility
• Five (5) years labor relations experience with demonstrated increasing responsibility including contract negotiations, adjudicating grievances, and coordinating arbitration activities; first chair union negotiation experience preferred
• Five (5) years in a leadership role working collaboratively with all levels of employees from individual contributors to senior leadership
• Demonstrated strong applied functional HR experience in the following areas required: Development and implementation of employee engagement activities; employment law/compliance, governance, documentation; developing and implementing organizational development programs, including succession and workforce planning; developing, implementing, and administering performance management and appraisal systems and tools; managing complex employee and labor relations activities, including investigations; and change management principles
• Demonstrated strong business, operational, and organizational acumen
• Demonstrated knowledge and experience with:
  
  • Development of human resources initiatives, programs, and processes
  • Coaching and counseling employees and managers on employee and labor relations issues
  • Handling sensitive employee relations matters and assisting in conducting employee relations
  • Use of human resources-based technologies/systems (HRMS)
  • Employee records management and audit preparation
  • Assisting with training assessment, development and delivery, adult learning theory, and principles to ensure transfer of learning; leadership development preferred
  • Administering diversity and inclusion initiatives, including administering AAP strategies, initiatives and outreach preferred
  • Full life cycle recruitment and development of talent acquisition strategies preferred
  • Compensation programs, strategies, and practices preferred
  • Organizational diagnosis preferred
  • Investigations; experience responding to fair employment practices claims preferred
  • Workplace safety, workers compensation, OSHA preferred
• Demonstrated ability to work effectively as part of a team
• Ability to work in a fast-paced environment and manage and prioritize multiple, often competing, priorities
• Demonstrated strong attention to detail
• Demonstrated strong time management and organizational skills
• Demonstrated excellent analytical, problem-solving, and judgment with the ability to independently solve problems and make decisions with little or no need for direct supervision
• Demonstrated ability to anticipate future needed changes or identify problem areas and take effective actions
• Must possess excellent customer interaction, collaboration, presentation, and written and verbal communication skills
• Demonstrated intermediate experience with Microsoft Office applications, including Word, Excel, Outlook, and PowerPoint; Publisher and report-writer experience preferred
• Non-profit human service experience highly preferred
• Project management experience preferred