Employee Relations Business Partner
Location:
Atlanta , Georgia
Posted:
May 06, 2017
Reference:
39716
Acts as a key partner to leaders and HRBP's in driving employee relations strategies. Plays a role in creating a great place to work by instilling confidence in the Managers and Associates that they are unbiased and neutral in facilitating resolution to issues and concerns. Conducts investigations into employee relations complaints and makes recommendations on appropriate resolutions. Responsible for ensuring that employee policies, practices, and programs are consistently applied across client group and enterprise-wide. This position is also responsible for helping facilitate the open door process and investigating complaints or legal charges and assisting with preparation of legal responses to complaints or charges. Conducting risk assessments, by evaluating information from various sources, and following up on action items is another important responsibility in this role. Participating in mediations may also be required, as well as playing a part in alternative dispute resolution. Advise business unit leaders on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results as well as plan and implement, ER processes, plans, programs, and tools with business leader(s) to build and enhance organizational capability
Function Related Activities / Key Responsibilities:
•Execution - Manages Employee Relations activities for regions/functions within North America.
•Conducts investigations that have varying levels of difficulty and sensitivity.
•Works closely with the Labor & Employment Legal Department, Human Resources, and management at all levels and provides support and subject matter expertise to recommend appropriate action to resolve disputes.
•Serves as the main point of contact and ER investigator for assigned clients/or business function.
•Identify, investigate and resolve issues of employee concerns or conflict in an appropriate and timely manner, including Title VII issues, human rights, workplace rights, general conduct, performance, safety, and attendance.
•Interprets policy and makes recommendations for policy updates as needed.
•Facilitates field based training when needed.
•Keeps detailed and accurate account of investigation with timely memorialization of the notes and supporting documents into the case management system.
•Assumes ownership of cases assigned and monitors the progress of cases to ensure timely resolution.
•Handles an average caseload of 50 cases at a time, with potential to reach 300+ per year.
Education: Bachelor's degree from accredited university.
Related Work Experience:
•3 years of experience in human resources with a focus on employee and/or labor relations, skills similar to a Certified Fraud Investigator or detective.
•This position requires conflict management skills and a comprehensive knowledge of employment laws and regulations including Title VII, ADA, ADEA, FMLA, Executive Order 11246, VEVRAA, Section 503 of the Rehabilitation Act of 1973, FCRA, NLRA, FLSA and WARN.
•Positive Employee Relations experience
Preferred Experience:
•5+ years of relevant ER experience
•Previous Labor exposure
Leadership Behaviors:
•DRIVE INNOVATION: Generate new or unique solutions and embrace new ideas that help sustain our business
•COLLABORATE WITH SYSTEM, CUSTOMERS, AND OTHER STAKEHOLDERS: Develop and leverage relationships with stakeholders to appropriately stretch and impact the System (Company and Bottler)
•ACT LIKE AN OWNER: Deliver results, creating value for our brands, our System, our customers and key stakeholders
•INSPIRE OTHERS: Inspire people to deliver our mission and 2020 Vision, demonstrate passion for the business and give people a reason to believe anything is possible
•DEVELOP SELF AND OTHERS: Develop self and support others' development to achieve full potential
Functional Skills:
•Takes a proactive, strategic approach to employee relations by identifying higher-level employee relations trends, recommending solutions that address root-cause of issue and partnering with leadership on execution.
•Provides people management coaching to managers and contributes to the development of leadership.
•Collaborates to develop and apply consistent employee relations approach.
•Ensures collaboration and maintains excellent working relationships by providing regular status updates to customer and maintaining customer contact until request is resolved and case has been closed.
•Coaches leaders when they have opportunities in the area of employee interactions.
•Utilizes a professional and customer-focused approach to handling customer inquiries
•Leverages resources to maximize productivity and ensure timely resolution of activities.
•Utilizes influencing skills with leaders and key stakeholders in order to reach win/win outcomes that minimize risk to the company.

Honesty and integrity have always been cornerstone values of The Coca-Cola Company. Our passion for people of integrity mirrors our spirited drive for total quality in our brands. These and other elements allow the company to sustain strategic practices and drive business performance. The Personnel Integrity Assurance Program is another step toward making The Coca-Cola Company the premier workplace. This process includes a pre-employment background investigation that applies to all applicants, employees, and contractors of the company. The scope of this inquiry may cover such elements as education, employment history, a criminal history check, reference checks, and a pre-employment drug screen. Designated countries or sensitive positions within the company may have more stringent standards.

At The Coca-Cola Company you can cultivate your career in a challenging and dynamic environment. We are the largest manufacturer and distributor of nonalcoholic drinks in the world-selling more than 1 billion drinks a day. Unlock your full potential with a future-focused company that is known and respected throughout the world.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.
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