| " Temp or Temp to Hire role: Temp as of now " Start date: ASAP " Length of assignment: 3-6 months with potential extension " Location Address: Hybrid (3 days in office, 2 days for home) " Specific Skills Needed: o Top 3-5 mandatory and/or minimum requirements: 3-5 years of employee relations experienced, experience conducting investigations, strong knowledge of employment laws, and experience with ER case management systems o Top 3-5 desirable attributes/qualifications?: experience in Retail and Manufacturing supporting large hourly workforces, understanding of accommodations o Required levels/ Years of Experience education discuss whether there is flexibility: " Reason for request (Example: project base, staff augmentation, replacement or other). Can you please provide 4-5 detailed sentences as to why this temp labor is needed and why the assignment can not be completed by an internal resource? The more details that you can provide the better your chances are of avoiding delays. We have an immediate need for temporary Employee Relations support due to increasing workload. The ER team is currently operating with one fewer permanent headcount, and we have an additional team member preparing to take a leave of absence. Since our headcount reduction, active caseloads have grown from an average of 12 15 cases per Employee Relations Manager to up to 20+ active cases per ERM, representing a substantial increase in workload. Without additional support, this elevated caseload may impact investigation timeliness, manager support, responsiveness to employees, and overall risk management. This temporary support is intended to bridge a short-term capacity gap, stabilize caseload distribution, and ensure the Employee Relations function can continue delivering timely, effective, and risk-conscious support to the business. GENERAL FUNCTION Responsible to provide advice and consultation to support Luxottica's positive employee relations strategy, including but not limited to: investigation of employee open door concerns, consultation with cross functional partners to resolve to employees' questions/concerns in a timely manner, interpretation of company policies for management, assisting management to address performance issues, identifying resources to support managements' HR needs, counseling management regarding their responsibilities, supporting compliance efforts and coach on changes in relevant laws/regulations, interpreting and applying relevant contract provision in union stores. MAJOR DUTIES AND RESPONSIBILITIES " Utilize exceptional active listening skills to issue spot and ask appropriate follow up probing questions. " Assume lead investigative role for concerns of mid-level/risk complexity, as well as corrective actions and terminations. " Investigate issues by assembling all relevant facts, interviewing case critical witnesses, reviewing similar cases, and using knowledge, judgment & experience to recommend a course of action to brand leadership. " Handle complex and emotionally charged issues with composure by addressing the situation objectively and without bias " Consult with managers in writing and deliver feedback in a manner that motivates employees to improve, while also providing solid documentation for terminations (if needed). " Ensure Company policies and practices are followed consistently and fairly. " Interpret and apply applicable labor and employment laws, regulations and standards at the federal and state level for the U.S. and applicable laws of Canada and Puerto Rico. " Assist managers with diagnosing and resolving issues through proper questioning techniques and risk assessment. " Understand and apply Company policy/procedure and applicable law in consultation managers on best practices that reduces the risk of the Company. " Identify, prioritize, and resolve/escalate issues within established timelines; conduct investigations in partnership with HR Business Partners and Employee Relations Center of Excellence (as necessary). " Partner closely with Asset Protection to gain knowledge of store compliance and support corrective actions and terminations. " Other duties, responsibilities and functions as assigned. BASIC QUALIFICATIONS " Bachelor's degree or equivalent HR experience " 5 Years experience in Employee and Labor Relations or related field " 3+ Years of related Human Resources experience or proven record of business management experience " Excellent written and interpersonal communication skills " Demonstrated ability to handle extremely difficult or volatile situations/individuals effectively " Ability to conduct investigations in a neutral manner " Demonstrated ability to use sound judgment and maintain confidentiality " Strong organizational skills and attention to detail " Knowledge of Federal and State Employment Law PREFERRED QUALIFICATIONS " PHR or SPHR certification " Bilingual in French and/or Spanish | |
| Comments for Suppliers: | PREFERRED QUALIFICATIONS " PHR or SPHR certification " Bilingual in French and/or Spanish |
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