Sign in to save Employee Relations Partner (Hybrid) at Quest Diagnostics.
Report this job
Works in both a leadership and team capacity to coach and counsel leaders and peers on performance management, employee development and corrective action. Documents all employee relations activity per established protocols and escalates issues of high risk or high complexity to the Employee Relations Center of Excellence. Serves as a mentor providing guidance and support to those in the role of Human Resources Generalist. Support spans all disciplines of human resources and all geographic areas where Quest Diagnostics employees exist, requiring deep knowledge of processes, practices and employment policies and laws across all functions and geographies
Serves as escalation point for inbound inquiries received by telephone, warm transfers, electronically and in writing pertaining to employment policies and employee relations questions, issues and concerns that cannot be resolved at Service Desk. Provides information, interpretation, guidance and counseling to managers, employees and other Human Resources Generalists on moderately complex issues, employment policies and laws, and recommends course of action as appropriate.
Provides consistent coaching, expertise and consultation to internal customers in areas of behavior modification, conflict resolution and disciplinary issues (including termination) in accordance with the values, policies and procedures of the Company
Provides support to managers and employees on moderately/high complex issues such as discrimination, harassment and work place violence.
Responds to general escalated compensation job change parameters, and demotions
Partners with other departments such as EHS to maintain a safe work environment consistent with company policy and state/federal regulations, or for corrective action to eliminate or minimize potential hazards. Also partners with Compliance on compliance investigations and Benefits on issues related to LOA and RTW.
Advises managers and supervisors on performance evaluation, feedback and recognition techniques, and establishment of measurements and standards
Advises managers and supervisors on the alignment of employee performance plans with organizational goals, and the overall adequacy and quality of employee performance plans
Assists, counsels and educates managers and supervisors on federal and state employment laws, ensuring legal compliance
Investigates and resolves workplace issues, including claims of harassment, discrimination and employee performance.
Facilitates communication between employees, management, and other HR functions as appropriate
Assembles and reviews records, reports and documentation as necessary to conduct thorough investigations and establish the merits of a case, maintaining complete and thorough documentation per established protocols
Maintains current knowledge of policies, guidelines and employment laws across all regions and functions
May assist in researching, compiling documentation and developing responses for litigation or EEOC charges
Prepares reports, analysis and preparation of severance documents for reduction in force activities
Assists manager and supervisors in assessing requests for ADA accommodations not associated with approved leaves of absence
Works collaboratively with Centers of Excellence (CoE), HR Business Partners (HRBP) and/or other HR functional areas to resolve more complex complaints or issues.
Performs other assigned tasks or related work as required and as assigned by the Sr ER Specialist or ER Manager.
Maintains thorough and confidential centralized employee files and disciplinary/investigation files
Maintains privacy and confidentiality of information, protects the assets of the Company, reports non-compliance and adheres to all applicable federal, state and local laws and regulations, and company policies and procedures
Maintain close contact with Coe’s, the HRSC team and HR Generalist team to ensure alignment with corporate and regional functions.
Drive people processes to ensure that employee’ capabilities meet current and future standards
Develops and promotes feedback mechanisms for employees to influence continuous improvement of HR services and processes
Participates in or leads functional and cross-functional process improvement initiatives and projects to drive the achievement of business results within the HRSC and/or client groups, with a focus on continuous process
Works closely with HR Service Center Manager and Coe’s to ensure rollout and consistent application of functional changes impacting the service center, or on issues that relate to or require involvement of the service center team
Works in both a leadership and team capacity to coach and counsel leaders and peers on performance management, employee development and corrective action. Documents all activity per established protocols and escalates issues of high risk or high complexity to the appropriate Center of Excellence.
Serves as a mentor, providing guidance, support and advice to HR Generalists and ER Specialist in the service center, sharing expertise and knowledge on more complex issues
May serve as process owner for processes that reside in the Service Center (for example, Reduction in Force, Exit Interviews, Accommodations) to ensure consistency and timely execution
May serve as escalation/approval point for employee relations decisions in absence of manager
Provides callers with excellent, efficient and courteous service.
QualificationsRequired Work Experience: 3 - 5 years human resources employee relations experience, including familiarity with applicable state and federal regulations.
Preferred Work ExperienceN/A
Physical And Mental RequirementsAbility to work in a high volume and fast paced
Knowledge
Familiarity with HR systems, such as HRIS, HR Reporting, Case Management, etc.
Possess thorough knowledge of human resources philosophies, principles and practices
Skills
Ability to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action, exercising considerable judgment and discretion
Ability to effectively and thoroughly investigate and resolve employee issues of moderate complexity
Ability to prepare comprehensive reports and represent ideas clearly and concisely, both orally and in writing.
Excellent interpersonal, verbal and written communication skills
Excellent attention to detail, problem solving, organizational and prioritization skills
Ability to deal with people in a manner which shows sensitivity, tact, and professionalism
Ability to prioritize, problem solve and apply critical thinking skills
Ability to effectively interact with a diverse population at all levels within the organization
Ability to maintain composure in stressful situations
Proficiency with Microsoft Office products (Excel, Word, PowerPoint)
Ability to type a minimum of 45 words per minute while interacting with customers on the phone
Customer Focus
Decision Quality
Action-Oriented
Conflict Management
Managerial Courage
Listening
Problem Solving
Priority Setting
Organizing
Business Acumen
EDUCATION
Bachelor’s Degree
LICENSECERTIFICATIONS
Seniority level
Mid-Senior level
Employment type
Full-time
Job function
Human Resources
Industries
Hospitals and Health Care
Referrals increase your chances of interviewing at Quest Diagnostics by 2x
See who you know
Get notified about new Employee Relations Specialist jobs in Tampa, FL.
Typically, our process takes a few weeks, depending on a variety of factors. For senior-level roles that may include more extensive interview schedules, it can take over a month.
Quest plans to start laying off people in August and complete the process by the end of 2024, the WARN notice said. In its statement, Quest said urine testing is moving from Norristown to the full-service workforce drug testing laboratory in Lenexa.
Quest Diagnostics annually serves one in three adult Americans and half the physicians and hospitals in the United States, and our nearly 50,000 employees understand that, in the right hands and with the right context, our diagnostic insights can inspire actions that transform lives and create a healthier world.
Many things can delay or extend the time it takes for employers to hire. The number of applicants, hiring criteria, number of interviews, HR processes, and unforeseen circ*mstances and delays can all play a role.
Attorney General Bonta Announces Nearly $5 Million Settlement with Quest Diagnostics for Illegal Disposal of Hazardous Waste, Medical Waste, and Protected Patient Information.
Labcorp scored higher in 8 areas: Overall Rating, Culture & Values, Work-life balance, Senior Management, Career Opportunities, CEO Approval, Recommend to a friend and Positive Business Outlook.
Over the years, the two largest commercial clinical diagnostic laboratory companies in the U.S., and probably the world, have been Laboratory Corporation of America known as LabCorp, and Quest Diagnostics. For years, Quest was the largest, but LabCorp took over that spot a few years ago.
The main competitors of Quest Diagnostics include Laboratory Co. of America (LH), DaVita (DVA), Chemed (CHE), R1 RCM (RCM), CorVel (CRVL), Amedisys (AMED), AMN Healthcare Services (AMN), Pediatrix Medical Group (MD), Cross Country Healthcare (CCRN), and Natera (NTRA).
On average, the hiring process lasts three to six weeks. Factors determining the hiring process length include the position level, the number of applicants, and the hiring manager's experience level. Recruiters and hiring managers consider the candidate's experiences and how those relate to the position when decidin.
Most test results are available within 2-5 days of collection.Yet some complex testing may take 14 days or more. Quest sends completed test results directly to the ordering doctor for review. Results will also be available in your MyQuest account as tests are completed.
Negative screening results are often released within 24 hours and non-negative screens are typically released within an additional 24 to 72 hours. Q: Can a urine drug test be beaten or adulterated? A: While it is the most common drug testing method, urine testing is not foolproof.
Typically, it's best to wait about one to two weeks to hear back from Quest Diagnostics after an interview. If you haven't heard back by then, it's okay to follow up with a polite email or phone call to inquire about the status of your application.
Address: 58866 Tricia Spurs, North Melvinberg, HI 91346-3774
Phone: +50616620367928
Job: Real-Estate Liaison
Hobby: Graffiti, Astronomy, Handball, Magic, Origami, Fashion, Foreign language learning
Introduction: My name is Lilliana Bartoletti, I am a adventurous, pleasant, shiny, beautiful, handsome, zealous, tasty person who loves writing and wants to share my knowledge and understanding with you.
We notice you're using an ad blocker
Without advertising income, we can't keep making this site awesome for you.