The TMR Manager develops programs, consultations and solutions to ensure a healthy work environment. This includes translating legal understanding into actionable activities to support the business and the team member. The TMR Manager is responsible for managing employee and labor relations concerns and investigations and is expected to demonstrate a clear understanding of legal compliance, applicable workplace laws, regulations, and Hilton Grand Vacations policies and procedures. The TMR Manager is the primary contact for the local union.
HGV is complying with New York City's vaccination requirements.
What will I be doing?
A successful Team Member Relations will make sound judgement calls to bring resolution to workplace concerns while supporting and driving a positive workplace culture through process improvement, collaboration with various business partners, trusting relationships with team members and excellent communication practices. This will be accomplished through the following tasks:
- Regional responsibility to establish and provide effective consultative services to HR Business Partners and Business Leadership on general and sensitive employee relations concerns.
- Investigate and make recommendations for resolving team member concerns, to include: gathering and analyzing information, applying relevant policies, laws, and past practice to reach conclusions while maintaining strict confidentiality.
- Maintain required documentation within case management system (Sales Force), including intake, investigative notes, supporting documents, and final reports/summaries.
- Escalate issues that meet pre-defined criteria and use judgment to assess risk and sensitivity of ambiguous cases to determine when to escalate to TMR Senior Leadership.
- Assists TMR Leadership and outside legal counsel with employment litagtion matters including but not limited to: EEOC charges, OSHA complaints, NLRB concerns, DOL audits, lawsuits and attorney demand letters.
- Assists TMR Leadership with measuring process effectiveness as well as process review and continuous improvements in team member relations practices.
- Maintains thorough, up-to-date knowledge of federal, state and local employment and labor laws, court cases and employee relations practices.
- Assist with development and facilitation of HR/TMR/Legal related trainings as needed.
- Collect and analyze multiple levels of team member and manager feedback, primarily through data analysis and site visits.
- Partner and engage with site leadership and HR to identify and improve opportunities that affect the Team Member experience including continuous improvement in communication vehicles and practices.
- Builds and maintains trusting relationships with site leadership and team members. Is the first point of contact for field TMR concerns and questions. Has a regular presence onsite. (May vary by region and business demands).
- Analyzes information and data necessary to define and discern cost and policy implications of negotiations and disputes. This may include leadership and union proposals, pay scales and wages, benefits, working conditions, and other mitigating circumstances.
- Researches and explains laws and legal affairs concerning employment to managers, supervisors, and team members.
- Advises and trains leadership in best employee relations practices and strategies for managing team member concerns and grievances.
- Represents organization in union grievances, meetings, and negotiations with team member and labor organizations to include guidance from legal counsel and/or Director of Labor Relations as needed.
- Collaborates with leadership on matters of policy and terms of CBA before and throughout negotiation process.
- May be required to work reactively on critical employee relations issues that are crisis-oriented and typically can only be successfully completed with limited time.
- Build and maintain positive and productive working relationships with team members, HR Business Partners, and management to achieve business objectives
- Performs other related duties as assigned.
What are we looking for?
Hilton Grand Vacations is a leader in the vacation ownership industry, operating with an unwavering commitment to innovation, quality, and continued growth. At the core of our company's success are our Team Members. To fulfill this role successfully, you must possess the following minimum qualifications and experience:
- Extensive experience conducting formal investigations and providing appropriate recommendations.
- Proven ability to build trust and strong partnerships at all levels of an organization.
- In-depth knowledge of employment and labor laws, collective bargaining trends and regulations.
- Strong consultative, listening and communication skills, with the ability to convey recommendations and opinions persuasively.
- Sound critical thinking, problem-solving and negotiating skills, with the ability to apply those skills to a wide range of HR issues.
- Intermediate level of proficiency with MS Office.
- Demonstrated ability to set priorities, manage multiple responsibilities and deliver against deadlines.
- Up to 50% travel required.
- Education : BA/BS/Bachelor's Degree
- Years of Related Experience : 5 - 7 Years
- Years of Management or Supervisory Experience : 4+ Years
- Management or Supervisory Experience Type : Managerial
It would be advantageous in this position for you to demonstrate the following capabilities and distinctions:
- License / Certificates : PHR or SHRM-CP
- Years of Related Experience : 10+ Years
We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.