How you move is why we’re here. ®
Now more than ever.

Get back to what you need and love to do.
The possibilities are endless...
 
Now more than ever, our guiding principles are helping us in our search for exceptional talent - candidates who align with our unique workplace culture and who want to maximize the abundant opportunities for growth and success.
 
If this describes you then let’s talk!
 
HSS is consistently among the top-ranked hospitals for orthopedics and rheumatology by U.S. News & World Report. As a recipient of the Magnet Award for Nursing Excellence, HSS was the first hospital in New York City to receive the distinguished designation. Whether you are early in your career or an expert in your field, you will find HSS an innovative, supportive and inclusive environment.

Working with colleagues who love what they do and are deeply committed to our Mission, you too can be part of our transformation across the enterprise.

Emp Status

Regular Full time

Work Shift

Compensation Range

The base pay scale for this position is $88,500.00 - $134,750.00. In addition, this position will be eligible for additional benefits consistent with the role. The salary of the finalist selected for this role will be determined based on various factors, including but not limited to: scope of role, level of experience, education, accomplishments, internal equity, budget, and subject to Fair Market Value evaluation. The hiring range listed is a good faith determination of potential compensation at the time of this job advertisement and may be modified in the future.

What you will be doing

Employee Relations Manager

Hybrid - NYC

The Employee Relations Manager is a member of the employee relations team, which supports a positive work environment for employees and leaders.

Members of this team advise and coach managers on addressing various performance issues and corrective actions, engage in conflict resolution, investigate discrimination, wage & hour, and misconduct complaints, and partner on complex issues related to leaves of absence and accommodations. This person will compile ER data and metrics, which will be used to identify trends and develop action plans.

This role will be responsible for partnering with managers across the enterprise to address time, attendance and lateness matters, developing guides and best practices that educate and empower managers to navigate these issues on their own before escalating to Employee Relations. The Employee Relations Manager will also oversee the Reasonable Accommodation process for HSS, including leading and facilitating interactive, cooperative dialog with employees and managers.

Employee Relations:

• Partner with, guide, and educate managers in addressing time, attendance and lateness issues
• Develop and disseminate how-to guides and best practices that educate and empower managers to navigate time and attendance issues on their own before involving or leaning on Employee Relations
• Advise and partner with managers to fairly address performance and/or conduct issues with consistency and efficiency, while demonstrating appropriate nuance and adaptability
• Conduct and lead investigations related to allegations of harassment, discrimination, retaliation, wage & hour, and policy violations
• Provide a safe and trusted place for employees, listening and helping address their workplace concerns
• Disseminate ER best practices through communications, processes, and training for managers and employees
• Compile ER metrics, assisting in analyzing and identifying trends, and recommending strategies and long-term solutions
• Interpret and communicate HR policies, recommending updates where necessary and/or beneficial
• Collaborate regularly with ER team members, Human Resources colleagues in other focus areas, and internal stakeholders, including Legal, Compliance, Risk, Security
• Remain abreast of current and changing employment laws
• undefined

Reasonable Accommodations:

• Oversee the HSS Reasonable Accommodation process, responding to accommodation inquiries in a timely manner
• Lead the interactive and cooperative dialog process for reasonable accommodation requests with managers and employees, advising stakeholders of policies and practices that influence decisions
• Communicate accommodation determination to employees, managers, Occupational Health, and other relevant parties
• Record and maintain all accommodation cases in HR AcuitySeek to resolve and/or escalate complex or risky leave or accommodation-related issues

Additional Requirements:

• Bachelor’s degree from an accredited institution
• Minimum of 5 years in an Employee Relations role, or as an HR Generalist with significant employee relations experience 
• Experience working in HR systems, Workday HRIS and HR Acuity preferred
• Ability to effectively manage time to handle multiple matters simultaneously in a fast-paced environment
• Working experience researching and understanding U.S. employment laws and regulations
• Positive, solutions-focused mindset
• Resourceful – able to implement things that may not have been done before
• Collaborative, with proven ability to develop and maintain strong professional relationships
• Confident and decisive in advising others
• Impeccable attention to detail and follow-through
• Strong technical and analytic skills, comfortable working with HR data
• Active listener; ability to interpret to both verbal and nonverbal communications
• Strong written and verbal communication skills
• Healthcare experience a plus

#LI-NG1

Non-Discrimination Policy
Hospital for Special Surgery is committed to providing high quality care and skilled, compassionate, reliable service to our community in a safe and healing environment. Consistent with this commitment, Hospital for Special Surgery provides care, admits, and treats patients and provides all services without regard to age, race, color, creed, ethnicity, religion, national origin, culture, language, physical or mental disability, socioeconomic status, veteran or military status, marital status, sex, sexual orientation, gender identity or expression, or any other basis prohibited by federal, state, or local law or by accreditation standards.