Overview

Job Family: Human Resources

Designs, implements, and monitors human capital programs and policies including total rewards, talent management, learning and development, recruitment and employee relations. Anticipates and plans for long-term people-related needs and trends. Ensures current employees have the necessary skills for future requirements. Maintains HR information systems.

Job Function: Business Partnering

Develops and executes strategy for business units or functional groups supported and ensures alignment with overall business and people strategy. Plans, administers and reviews activities across HR. Strategically partners with business leaders to provide strategic counsel and to ensure that HR policies, procedures and programs are aligned with business needs. Establishes or maintains partnerships across the HR function to deliver value-added service to management and employees that reflect the company’s business objectives.

Summary of Responsibilities:

The Director, Employee Relations provides expertise, consultation, guidance and coaching to managers allowing them to address employee behavior and performance concerns. S/he provides guidance and assists with the development and delivery of appropriate feedback or corrective/disciplinary actions, and which aligns with company approach, practices, and processes. The incumbent ensures consistent practices/decision making in employee relations within work group in order to mitigate risk and promote a professionally ethical work environment within the organization.

Essential Functions:

  • Leads a team and provides coaching, resolves conflicts, sets SMART goals, conducts performance evaluations, and promotes teamwork; Educates and trains HR staff on policies and procedures in regards to employee relations.
  • Serves as a role model, ambassador, and teacher of company values, vision, and standards of conduct. Counsel and support leaders and employees and recommends effective actions that will lead to the desired culture.
  • Interprets and applies understanding of corporate policies and practices, employment law, and other regulations to provide advice, guidance, or clarification on ER inquiries.
  • Investigates employee issues and complaints and partners with legal counsel, finance, internal audit, compliance as needed.
  • Conducts complex investigations and mitigates risk by ensuring compliance with EEO Policies and all Federal, State, local employment regulations as well as Santander policies.
  • Identifies trends, and develops and monitors programs and results; Supports managers in forecasting and planning their staffing needs in line with their department strategy.
  • Identifies potential compliance, ethics or EEO issues and proposes solutions based on investigation findings.
  • Leads interactive process with employees regarding requests for reasonable accommodation and identifies appropriate solutions in compliance the law.
  • Manages projects that develop employee relation best practices and propose new/modified policies to better meet the organization’s needs.
  • Acts as HR Subject Matter expert in agency responses/unemployment hearings.
  • Participates in succession planning and key talent review meetings, and oversees strategies to accelerate development of key talent and successor candidates.
  • Implements HR Strategies and practices around performance management, talent planning, and leadership training.
  • Develops and presents employee relations, diversity, management best practices, and harassment training, as well as, other HR training.

Other Functions:

  • Recruits, trains, develops, motivates, sets goals, and provides on-going feedback to a team of direct reports.
  • Other duties as assigned.

Supervisory Responsibilities:

Manages subordinate managers and professional staff. Is responsible for the strategic guidance, development and evaluation of employees. Carries out supervisory responsibilities in accordance with Santander’s policies and applicable laws.

Requirements:

  • Education –
    • Bachelor’s Degree: in HR, Business, Industrial/Labor Relations, Psychology, or equivalent field.
    • or equivalent work experience
  • Experience –
    • 9-12 years Experience with a strong focus on employee relations, engagement, conflict resolution, and employee development.
    • 9-12 years Experience developing strong trusting relationships in order to gain support and achieve results.
  • Skills & Abilities –
    • Ability to handle sensitive information with the highest degree of integrity and confidentiality.
    • Demonstrated trustworthiness, honesty, and high personal standards in dealing with others.
    • Demonstrated expertise in employee relations as and all areas of HR.
    • Demonstrated ability to manage and lead teams.
    • Advanced knowledge of employment/labor laws and regulations.
    • Exceptional leadership ability in terms of team member motivation, highly visible initiative, and strong mentoring skills.
    • Broad understanding of financial services regulatory compliance laws and regulations.
    • Exceptional interpersonal skills and ability to establish long-term relationships with business partners and senior leaders.
    • Exemplary attention to detail and excellent organizational skills to handle multiple projects and problems simultaneously and act accordingly in an efficient and timely manner.
    • Ability to make decisions with primary focus on accomplishing company and departmental goals.
    • Excellent analytical skills to assess and make determinations in a timely manner.
    • Strong presentation, negotiation and influencing skills (both verbal and written).
    • Excellent verbal and written communication skills and the ability to effectively communicate with all levels of management.
    • Strong technology and computer skills, with the ability to effectively use Microsoft Office (Word, Excel, Outlook, Powerpoint).
    • Working knowledge of multiple human resources disciplines including organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employee laws.
  • Licenses & Certifications –
    • Other Professional Certification (PHR, SPHR, GPHR, SHRM-SCP, SHRM-CP)

Competencies:

  • Change Orientation – Support for Change:
    • Advanced – Leading and Guiding
      • Recognizes potential and multiple impacts of change and acts as a coach to help people understand and prepare for change
      • Takes proactive action to maintain relationships that are impacted by change
  • Collaboration – :
    • Advanced – Leading and Guiding
      • Identifies and focuses on resolving the key issue at the heart of the conflict
      • Displays strong diplomacy skills; anticipates and prepares for how others will react
  • Customer Focus – Issue Ownership:
    • Advanced – Leading and Guiding
      • Takes responsibility for and deals effectively with complex and sensitive customer issues and complaints
      • Anticipates customer needs and proactively makes recommendations
  • Execution – Excellence:
    • Advanced – Leading and Guiding
      • Identifies and eliminates redundancy of effort
      • Ensures tools, systems, and processes are in place to allow team members to work quickly and effectively
  • Influence – Awareness:
    • Advanced – Leading and Guiding
      • Uses a combination of logic, personal passion, conviction and interpersonal skills to influence others
      • Enlists commitment by involving others at early, and all stages
  • Problem Solving – Problem Identification:
    • Advanced – Leading and Guiding
      • Reformulates the problem in different ways to evaluate it from different angles
  • Risk Business Acumen – Financial Command:
    • Advanced – Leading and Guiding
      • Considers multiple business and financial factors when weighing the merits of alternative risk strategies
      • Has extensive experience in interpreting and analyzing a variety of financial data to diagnose significant or unusual operational risks
  • Risk Management – Knowledge of Risk Management Policies, Regulations, Processes and Procedures:
    • Advanced – Leading and Guiding
      • Monitors adherence to policies, regulations, processes and procedures within function and actively undertakes corrective action where necessary
      • Understands end to end processes across the organization and how processes are integrated
      • Has a practical knowledge of regulations impacting area supported

Working Conditions:

  • Frequently: Minimal physical effort such as sitting, standing, and walking.
  • Occasional moving and lifting of equipment and furniture is required to support onsite and offsite meeting setup and teardown.
  • Physically capable of lifting up to fifty pounds, able to bend, kneel, climb ladders.

Employer’s Rights:

  • This job description does not list all the duties of the job.  You may be asked by your supervisors or managers to perform other duties.  You will be evaluated in part based upon your performance of the tasks listed in this job description.
  • The employer has the right to revise this job description at any time.  This job description is not a contract for employment, and either you or the employer may terminate employment at any time, for any reason.