Employee Relations Manager
Rexnord Industries 

EMPLOYEE RELATIONS MANAGER

POSITION DUTIES AND RESPONSIBILITIES

Policy Formulation

●Responsible for Corporate HR policy creation, review and communication

●Assess current policy of practice for each business unit and location (including recently acquired organizations) where applicable and determine best in class

●Work with locations to formulate policy, implement best in class policy and offer training and front line HR support to ensure new policy roll-out is consistent and adheres.

   ●Collaborate with local HR professionals to stay fresh with developing trends as well as ensuring we

   remain competitive in aggregate with our policy and procedures

   Compliance

●Take lead on the various annual compliance requirements and ensure across Rexnord that we remain compliant i.e. EEO, Affirmative Action, Vets Reporting…etc.

●Manage the FMLA program for Rexnord US to ensure consistency and adherence to the various state and federal laws.

   ●Lead EEOC and civil rights tracking as well as ensuring that adequate responses are created on a

   timely basis to mitigate risk.  Can assign investigations to local HR or handle individually however the

   tracking and response responsibility will lie with the HRM Compliance.

   ●Assist with the integration of newly acquired organizations to ensure compliance, and help with the

    transition to and roll-out of Rexnord specific policies where applicable. 

   Training

●Create standard on-boarding plans for the various levels of associates entering Rexnord..

   ●Create standard work for all HR teams to track training per hour per associate within EV5.

   Community Relations

●Work with the Rexnord Foundation to be the liaison between their efforts and the desires of various internal constituents.  

   ●Set up/Maintain current charitable/community affairs efforts i.e. Habitat for Humanity, Menomonee

   Valley Partners, UPAF, etc. 

 Legal Risk Mitigation

●Conduct quarterly or semi-annual AAP plan reviews to discuss areas of underutilization and corrective actions to remedy gaps.

●Ensure compliance training for Ethics policy, Silent Whistle reporting procedures, and SOX where appropriate.

Information Reporting

●Accurate and timely reporting of training results, compliance updates, and potential risk scorecard on a quarterly basis or more frequently depending on needs.

Auditing

●Conduct at least one human resource audit in each business unit per year to verify proper compliance with company policies and procedures

M&A and Integration

●Provide leadership for talent integration during any Merger or Acquisition and with global expansion
●Participate in due diligence process for Mergers & Acquisitions
●Develop plans to speed the integration of employees due to acquisitions and global expansion
●Develop standard communication vehicles around the acquisition / mergers and the subsequent integration process

●Build programs to strengthen our fast paced post-merger environment

POSITION SKILLS AND ABILITIES

●Ability to see beyond the presenting problem in order to anticipate where the organization needs to be in the coming years.  Align policies and procedures to leverage our human talent while clarifying the boundaries between acceptable and unacceptable behavior and practices.  Focus on driving a high performance culture by clarifying roles and responsibilities of employees to the organization and of the organization back to our employees.

●The ability to provide services to and travel to distant remote locations.  Spanish language capability is a plus.

●Strong business acumen. Technologically proficient including spreadsheet and word processing applications.  Database or HRIS familiarity desirable.

●Strong presentation, communication, negotiation and influencing skills. Demonstrates integrity, flexibility, sound judgment, strong intuitive skills, and results orientation.         

      POSITION QUALIFICATIONS

      ●5+ years of experience in generalist HR areas in a manufacturing environment with demonstrated success in program development and delivery in one-three functional areas.  Specific focus on policy administration, employee development, auditing and employee relations strongly preferred.  Multi-site scope of responsibility strongly preferred.  Excellent attention to detail.  Solid conceptual and analytical skills.

     ●Bachelors Degree in HR, business or related field required.  Masters degree in business, psychology, HR management or related behavioral science strongly desired.