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The primary purpose of this position is to represent the COPS Office in all aspects of the EEO process, including Equal Employment Opportunity Commission (EEOC) and federal court litigation, and provide advice and training to management and staff on employment issues, including adverse employment actions, managing employee conduct and performance management issues, labor relations, workplace harassment, and related employment topics.
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The Human Resources Director will manage the Human Resources Department including recruitment and talent management, performance management, onboarding, employee relations, compensation and benefits administration.
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Use sound HR knowledge and provide hands-on execution in the areas of workforce planning, change management, employee productivity, recruitment and selection, and employee relations Implement and execute employee relations programs / practices that create a positive organizational culture and enable management effectiveness In partnership with HR Manager, leads the effort to respond to and resolve all EEOC charges, lawsuits, or other legal actions.
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This individual will supervise HR business partnership in the following functional areas: employee relations, performance management, employee engagement and programming, HR policy and procedure, federal and state compliance, and general HR administration of first-level inquiries related to recruiting, benefits, and payroll.
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Partner primarily with PBPs, Legal and Compliance, as well as work directly with both employees and management to resolve employment issues, and mediate situations as appropriate, to create an overall high performance and healthy work environment.
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Works on a variety of complex, high-risk employee relations issues, including advising on Northwestern Mutual’s policies, practices, how to address workplace issues, reorganizations, performance management, and coaching/development.
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Maintains a tracking system for coaching conversations, progressive discipline, performance improvement plans, involuntary terminations and EEOC / Civil Rights / Legal action. Assits with responses to EEOC / Civil Rights charges and assists with legal proceedings around Employment law.
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In addition, The Human Resources Business Partner - HRBP will Administer core human resources policies, processes and practices related to talent management, employee relations, labor/union relations, compensation, benefits, performance management, and organizational/individual development.
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Providing advice and counseling across a broad spectrum of employment issues, including wage and hour, payroll, benefits, hiring, performance management, internal investigations, leaves of absence, discipline, terminations, employee classification, and employee privacy.
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Collaborates with legal department to respond to employment charges from government agencies (e.g. EEOC), state agencies (e.g. Illinois or Wisconsin Department of Human Rights), as well as attorney liens.
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Our client, the country's largest restaurant franchisee seeks an exceptional Senior Employment Counsel to join its industry-recognized legal team. This job is perfect for an employment litigator ready to leave behind law firm billable hour and business development requirements, but who still wants to be in the courtroom managing litigation matters, learn new skillsets and be part of a high-performing, diverse legal team.
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Provide support, advice, counsel, and guidance to employees and people managers at all levels of the organization regarding employee relations matters, i.e., human resources policies, initiatives, performance management/disciplinary action, investigations, leave of absence, ADA, etc.
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Experience and knowledge across the range of legal employment matters including, but not limited to, employee handbooks, employment agreements, OFCCP, EEOC, ADA, FLMA, workers' compensation, wage and hour laws, immigration, employee benefits, employment policies and procedures, performance management, disputes, terminations and hiring practices.
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This job is perfect for an employment litigator ready to leave behind law firm billable hour and business development requirements, but who still wants to be in the courtroom managing high-stakes litigation matters, learnnewskillsets and be part of a high-performing, diverse legal team.
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Ensuring compliance with a range of domestic and international legal requirements, including OSHA, EEOC, safety, employment, wage and hour, workers' compensation, etc., and developing or maintaining employee handbooks as required.
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