layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

Employee Relations Director – Consulting & Professional Services at Vizient | LAYIQ

Develop and execute the enterprise Employee Relations strategy aligned with organizational objectives, culture, employee experience, and risk management priorities.
Lead Employee Relations programs, policies, processes, service standards, operating metrics, and continuous improvement initiatives to promote consistent and effective practices across the enterprise.
Advise executive leadership, Human Resources Business Partners, Legal, and people leaders on complex and sensitive employee relations matters, organizational risk, and appropriate resolution strategies.
Coach leaders on performance management, corrective action, performance improvement plans, conflict resolution, difficult employee conversations, involuntary terminations, and leadership effectiveness.
Lead, develop, mentor, and coach Employee Relations professionals while fostering professional growth, consultative capability, operational excellence, and a proactive approach to Employee Relations.
Oversee and conduct complex workplace investigations involving allegations of discrimination, harassment, retaliation, workplace misconduct, and policy violations while ensuring objective, thorough, timely, and consistent practices.
Review investigation findings, documentation, and recommendations to promote quality, consistency, sound decision-making, and appropriate risk mitigation, partnering with Legal on matters with potential litigation or regulatory implications.
Lead Employee Relations support for organizational restructures, workforce reductions, mergers, acquisitions, and other business transformations in partnership with Human Resources Business Partners, Legal, and business leadership.
Advise on reduction-in-force planning, ADEA compliance, decisional unit analysis, selection documentation, severance practices, and communication strategies to support effective workforce transitions and mitigate organizational risk.
Manage Employee Relations policies, procedures, guidelines, and governance practices to promote consistent interpretation and application while maintaining compliance with federal, state, and local employment laws.
Partner and collaborate with Legal and HR Business Partners on Employee Relations issues and policies.
Develop and deliver Employee Relations education for people leaders and Human Resources Business Partners focused on performance management, documentation, workplace investigations, difficult conversations, conflict resolution, and consistent leadership practices.
Oversee Employee Relations case management technology, data integrity, reporting accuracy, documentation standards, and system adoption while identifying opportunities to leverage automation and artificial intelligence to improve operations and service delivery.
Establish documentation and case management standards for investigations, coaching, performance improvement plans, corrective actions, warnings, and involuntary terminations to promote consistency and quality.
Analyze Employee Relations trends, investigation outcomes, corrective actions, turnover, employee feedback, and other workforce data to develop executive-level insights, identify organizational risks, and recommend targeted or enterprise-wide interventions.

Employee Relations Director – Consulting & Professional Services

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