Administers human resources policies and procedures that pertain to employee relations.
Researches and analyzes data pertaining to human resources. Implements programs to increase employee satisfaction. Helps identify and analyze any employee relations issues and possible resolutions.
| Job Title | Job Description | |
|---|---|---|
| 1 | Employee Benefits Programs Analyst II | The Employee Benefits Programs Analyst II monitors industry and employment trends and analyzes the legislated requirements to estimate impact. Researches, analyzes, evaluates, and administers corporate benefit plans and programs to meet the organization's strategy. Being an Employee Benefits Programs Analyst II typically requires a bachelor's degree. Provides reports to management regarding employee benefits data findings. In addition, Employee Benefits Programs Analyst II typically reports to a Manager. Being an Employee Benefits Programs Analyst II gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. Working as an Employee Benefits Programs Analyst II typically requires 2 to 4 years of related experience. |
| 2 | Ethics and Compliance Analyst II | The Ethics and Compliance Analyst II assists with the delivery and maintenance of programs to assess and manage legal and regulatory compliance risks and establish high ethical standards of conduct for the organization. Supports and coordinates the activities of the organization's global ethics and compliance function. Being an Ethics and Compliance Analyst II supports or delivers employee training programs that raise awareness about ethics-related topics such as Anti-Bribery, Anti-Corruption, Antitrust, Conflicts of Interest, and others. Prepares materials that communicate the organization's ethical standards, policies, and regulations. In addition, Ethics and Compliance Analyst II generates reports of compliance monitoring statistics, investigations, outcomes, and remediations of any non-compliant actions. May administer reporting systems or helplines for employees, customers, contractors, and other stakeholders to disclose violations of the organization's ethical standards, violations of law, or policies without fear of retaliation. May require a bachelor's degree or equivalent. Typically reports to a manager or head of a unit/department. Being an Ethics and Compliance Analyst II occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. Working as an Ethics and Compliance Analyst II typically requires 2-4 years of related experience. |
| 3 | Trainer II | The Trainer II monitors the effectiveness of training on employees using individual or group performance results. Delivers company training programs and workshops to employees and managers. Being a Trainer II contributes to new training program design and existing program enhancements. Collects feedback on sessions from attendees to use for future improvements to content and presentation. In addition, Trainer II develops and creates lesson plans and training aids. May specialize in a particular subject, training program, or function of the company. Training programs may typically include topics such as supervisory/management training, work skills training, team building, and communications. Requires a bachelor's degree. Typically reports to a manager. Being a Trainer II gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. Working as a Trainer II typically requires 2 to 4 years of related experience. |
| 4 | Technical Talent Advisor II | The Technical Talent Advisor II understands requirements for technical positions, develops job advertisements and screens resumes/applications. Attracts, evaluates, and refers candidates for technical positions through recruiting website, employee referrals, on-site recruiting, search firms and other sourcing methods. Being a Technical Talent Advisor II extends offers and negotiates compensation. Contacts candidates to ascertain fit, and schedules interviews. In addition, Technical Talent Advisor II initiates onboarding plan for new hires. Ensures assigned positions are filled efficiently and effectively. May require a bachelor's degree. Typically reports to a supervisor or manager. Being a Technical Talent Advisor II occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. Working as a Technical Talent Advisor II typically requires 2 -4 years of related experience. |
| 5 | Industrial Relations Manager | The Industrial Relations Manager ensures satisfactory labor-management relations and helps interpret collective bargaining agreements. Implements and maintains a company's labor relations programs, policies, and procedures. Being an Industrial Relations Manager requires a bachelor's degree in a related area. Leads grievance procedures including arbitrations and assists all levels of management on labor matters. In addition, Industrial Relations Manager typically reports to a head of a unit/department. The Industrial Relations Manager typically manages through subordinate managers and professionals in larger groups of moderate complexity. Provides input to strategic decisions that affect the functional area of responsibility. May give input into developing the budget. Capable of resolving escalated issues arising from operations and requiring coordination with other departments. Working as an Industrial Relations Manager typically requires 3+ years of managerial experience. |
| Skills | Proficiency Level |
|---|---|
| Attention to Detail | Level 3 |
| Confidentiality | Level 3 |
| Initiative | Level 3 |