Location:
Plaza 4-Sioux Falls
Worker Type:
Regular
Work Shift:
Day Shift (United States of America)
Position Highlights
You Belong at Avera
Be part of a multidisciplinary team built with compassion and the goal of Moving Health Forward for you and our patients. Work where you matter.
A Brief Overview
The Director of Employee Relations and HR Compliance sets the strategic direction and provides enterprise leadership and governance for Employee Relations practices and HR compliance programs. The role establishes consistent, scalable, and legally sound practices across the organization, providing strategic oversight of investigations, policy governance, workplace accommodations and leave related practices, leader consultation, regulatory readiness, documentation standards, and employee relations risk and analytics. The Director serves as a senior organizational advisor on complex and high risk employee matters while identifying emerging employment risks and strengthening organizational capability through effective Employee Relations frameworks, leader consultation, and development of Employee Relations Professionals and operational leaders.
What you will do
Employee Relations Strategy and Leadership:
• Set and lead the enterprise Employee Relations strategy, operating model, governance framework and standards, ensuring alignment with organizational culture, workforce priorities, employee experience, and business objectives.
• Serve as a senior organizational advisor on complex, sensitive, or high risk employee relations matters, providing strategic guidance that promotes fair, consistent, timely, and legally sound outcomes.
• Establish and advance Employee Relations frameworks, standards, tools, resources and self service guidance that strengthen leader capability, organizational consistency, and effective risk management.
• Build the capability and effectiveness of the Employee Relations function through case consultation, legal and regulatory updates, scenario based learning, feedback, and professional development.
Workplace Investigations, Case Management and Risk:
• Establish and govern organization-wide standards, protocols, templates, documentation requirements, and quality controls for workplace investigations and employee relations case management.
• Provide oversight and direction for complex, sensitive, or high risk investigations involving alleged policy violations, discrimination, harassment, retaliation, disruptive conduct, workplace conflict, or other significant employee concerns.
• Ensure investigation and case management practices meet standards for objectivity, appropriate scope, documentation, confidentiality, credibility assessment, consistency, and risk management.
• Partner with Legal and other stakeholders to assess and mitigate significant employment related legal, regulatory, reputational, workforce, or operational risks.
HR Compliance and Policy Governance:
• Provide leadership and governance for HR compliance, promoting consistent application of employment laws, regulatory requirements, and organizational policies.
• Provide governance for HR policies, including interpretation, review, implementation, education, and identification of policy, compliance, or process gaps.
• Provide oversight and coordination of HR responsibilities associated with applicable regulatory reporting, affirmative action initiatives, audits, and external agency responses.
• Anticipate and assess changes in employment requirements and risks, translating implications into practical guidance, controls, policies, training, and standardized HR practices.
Labor Relations:
• Provide strategic oversight and direction for the organization's labor relations strategy and readiness, promoting consistent and effective labor relations practices.
• Partner with HR and operational leadership in union represented areas to support compliance with collective bargaining agreements and applicable labor requirements and provide guidance during…