• Manages Employee Relations team responsible for providing guidance and counsel to management and team members including administering personnel policies and researching and/or investigating team member concerns in a fair and consistent manner that promotes positive employee relations. Manages Employee Relations team responsible for counseling managers with respect to federal, state and local EEO and labor laws, ensuring consistent application of policies and procedures in accordance with relevant laws. Ensure appropriate skill development of Employee Relations Specialists in conducting workplace investigations and conflict resolution.
• Manages select Employee Relations cases that have been escalated, routed or assigned based on case type or other guidelines. Reviews and approves recommended courses of action for select cases based on case type or guidelines. Maintains thorough knowledge of federal, state and local EEO and labor laws and knowledge in the field of Employee Relations.
• Maintains working relationships that include open communication and collaboration with field resources, Employment Law, HR Centers of Excellence, and any other teams that are involved with or impacted by guidance from Employee Relations. Acts as a liaison with Employment Law to address cases that may result in potential legal action.
• Collaborates with appropriate parties to forecast volume and monitor handling of Employee Relations inquiries, and provides input into budget/resource needs.
• Oversees the day-to-day operations and initiatives within the HR functional area and supports the HR Director in establishing goals, priorities, and plans of action for HR function. Oversees the integration of processes within the HR function to ensure optimal customer service and productivity.
• Plans the short, medium, and long term strategic direction of the functional area activities in accordance with the Director. Continuously reviews and refines this direction / roadmap with the HR Director in order to promote effective delivery of initiatives. Assists the Director in the deployment of corporate HR initiatives to ensure optimal delivery and customer acceptance and the deployment of repeatable/sustainable processes and procedures.
• Provides reporting feedback to the Director on issues / insights related to the HR functional area. Performs analytical reviews of key performance indicators and manage operational reports as appropriate. Analyzes and reports on possible process & risk impacts within functional area and proposes corrective action. Drives continuous improvement and service delivery excellence within the HR functional area by ensuring a well-controlled environment through effective processes, workflow, and technology. Implements the agreed upon Service Level Agreement (SLA) metrics for the HR functional area. Proactively and continuously monitors coverage and response times in order to achieve and/or refine SLAs. Collaborates with appropriate parties in the assessment of customer feedback surveys and other modes of employee engagement tracking. Conducts annual internal and external benchmarking on functional area matters so as to enhance the efficiency and effectiveness of the function.
• Develops and mentors staff through on-boarding, open communication, training and development opportunities and performance management processes; builds and maintains employee morale and motivation; ensures the team is appropriately staffed with required competencies; fosters a diverse and inclusive workplace.
• Manages, develops and controls departmental expenditures against the expense budget.
• Serves as a liaison for a particular business area and contributes to the relevant team meetings as needed.
• Ensure that each business unit and their respective locations maintain a work environment that is conducive to employee self-representation. Ensures delivery of HR M&A activities and provides guidance and oversight for functional area specialists, who are identified as points of contact for HR M&A initiatives.

• Bachelor’s Degree and at least 2 years of experience in an HR concentration such as an HR Generalist/HRBP, employee relations, labor relations, training and development, OD/OE, diversity, compensation, benefits, and/or talent acquisition, including 1 years of experience providing guidance to management and researching, investigating, and responding to team member issues and concerns. OR High School/GED and at least 5 years of experience in an HR concentration such as an HR Generalist/HRBP, employee relations, labor relations, training and development, OD/OE, diversity, compensation, benefits, and/or talent acquisition, including 3 years of experience providing guidance to management and researching, investigating, and responding to team member issues and concerns.
• Experience executing plans to meet and exceed customer service level expectations.
• Experience in diagnosing, isolating, and resolving complex issues and recommending and implementing strategies to resolve problems.
• Experience evaluating information to determine compliance with standards, laws, and regulations.
• Experience in collaborating to develop strategic initiatives which align with business goals and budget.
• Experience developing and delivering presentations to various audience levels within an organization.
• Intermediate level skill in Microsoft Word (for example: inserting headers, page breaks, page numbers and tables and/or adjusting table columns).
• Intermediate level skill in Microsoft Excel (for example: using SUM function, setting borders, setting column width, inserting charts, using text wrap, sorting, setting headers and footers and/or print scaling).
• Intermediate level skill in Microsoft PowerPoint (for example: applying a theme, formatting character spacing, inserting a picture, changing slide layout and theme colors, adding transitions, customizing slide numbers, changing chart style and/or formatting font).

• At least 1 year of direct leadership, indirect leadership and/or cross- functional team leadership.

• Willing to travel up to 15% of the time for business purposes (within state and out of state).

• PHR or SPHR Certification as granted by HRCI (Human Resource Certification Institute).
• Experience providing employee relations support virtually to team members in multiple locations.

• Experience using Case Management / Workflow tools, such as Navex EthicsPoint, Kronos, People Central, etc.

• Experience working in a customer service environment.

The Salary below is being provided to promote pay transparency and equal employment opportunities at Walgreens. The actual hourly salary within this range that you will be offered will depend on a variety of factors including geography, skills and abilities, education, experience and other relevant factors. This role will remain open until filled. To review benefits, please click here jobs.walgreens.com/benefits. If you are applying on a job board or unable to click on the link, please copy and paste this URL into your browser jobs.walgreens.com/benefits