The Salary Range for this position is $94,500 – $159,000
WORK FOR A WINNING TEAM THAT NOW OFFERS BENEFITS FROM DAY ONE, PLUS DAILY PAY!*
At Hilton Grand Vacations, you will become a part of a culture that encourages and motivates you toward achieving your goals.
Here’s why you will love it here: Recognition Programs and Rewards Excellent health care options, including medical, dental, and vision A people-first culture Go Hilton: Travel Discounts Program Hilton hotel rates worldwide. Perks at work: Employee Pricing platform Employee Assistance Program that supports your physical and mental well-being. Paid Vacation Time and Paid Sick Days 401(k) program with company match Tuition reimbursement programs Numerous learning and advancement opportunities And more!What Will I be Doing?
The Manager Team Member Relations is responsible for managing the relationship between HGV and team members, including in unionized environments. This role involves developing and implementing strategies to foster a positive and productive relationship between the company and its employees. The TMR Manager supports efforts in negotiating collective bargaining agreements, addressing and resolving grievances, and maintaining compliance with all relevant labor laws and regulations.
As a hands-on leader, this individual works closely with management, human resources, and legal teams to mitigate risks and promote a fair and equitable work environment. This includes providing an understanding of employment laws and HGV culture to business partners and driving positive team member relations. This role also provides support in all aspects of human resources, including interpreting and reviewing policies and procedures, employee benefits, compensation, terminations, legal and compliance matters, training and development and performance management.
A successful TMR Manager will foster positive labor relations by establishing and maintaining open lines of communications between the company and its team members and 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:
Support with mentoring and developing other TMR Managers with focus on labor relations. Regional responsibility to establish and provide effective consultation to HR Business Partners and Business Leadership on 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 confidentiality to the extent consistent with conducting a thorough investigation. Ensure proper disciplinary action and documentation is completed in line with HR policies and standard methodologies. Provide continuous development and training to team members regarding HR programs, policies and procedures, employment laws and other HR related matters. Maintain required documentation within case management system (Sales Force), including intake, investigative notes, supporting documents, and final reports/summaries. Use sound judgment to assess and mitigate risk to avoid issues from advancing to litigation. Evaluate the sensitivity of heightened employee relations cases to determine when to raise to TMR or HR Senior Leadership or Legal. Train, coach, and influence management in decision making when performing promotion, transfer, discipline, and terminations. Partner withTMR Leadership and legal counsel on employment litigation matters including but not limited to: EEOC charges, OSHA complaints, state agency charges, NLRB concerns, DOL audits, lawsuits and attorney demand letters. Maintains thorough, up-to-date knowledge of federal, state and local employment and labor laws, relevant case law and employee relations practices. Analyzes labor market trends and data to proactively anticipate and address labor relations issues. Work with site leadership to ensure all sales critical issues are handled in a timely and appropriate fashion. Partner with site leadership to ensure appropriate disciplinary action and documentation related to sales critical issues is completed, as necessary. Assist with development and facilitation of HR/TMR/Legal related trainings as needed. Collect and analyze multiple levels of team member and manager feedback through data analysis, team member surveys and site visits. Work proactively to issue spot unfavorable trends and make recommendations for improvement. Partner and collaborate with site leadership and HR to identify and improve opportunities that affect the Team Member experience, including continuous improvement in communication vehicles and practices. Build and maintain trusting relationships with site leadership and team members. Serve as the first point of contact for field TMR concerns and questions. Maintain site visibility based on regional and/or site business demands. Advises and trains leadership in employee relations standard processes and strategies for managing team member concerns and grievances and to maintain a positive work environment. Represents organization in union grievances and meetings with unions, with guidance and partnership from legal counsel as needed. Acts as a mediator in differences between management and labor unions to foster productive working relationships. Handles partner concerns to appropriate departments and leadership. Prepares and researches for CBA negotiations. Provides support to the legal department, including reviewing proposals, preparing counter proposals, processing agreements, and organizing data to streamline internal communications. Assists with preparation of arbitrations and mediations, including working with Legal and external counsel. Assist with budgetary aspects related to labor relations, including working with business management and leadership to prepare economic proposals. Assist with record keeping and preparing reports related to labor relations activities and outcomes, as needed. Assist with standardizing labor relations tracking process. Could be responsible for handling time-sensitive employee relations matters that arise unexpectedly and demand quick resolution. Provides support to HR Business Partners on organizational changes including, but not limited to, office openings, closings, acquisitions and restructurings or other special projects. Other related duties as assigned.