Date: Sep 20, 2024
Company: E. & J. Gallo
Why Gallo?
With a global portfolio of over 100 unique wine and spirits brands, we are the largest family-owned winery in the world. Apply Today! Our Brands. Your Future.
As the Director of Employee Relations, you will spearhead our organization's efforts to foster a positive and productive workplace. You'll develop and implement strategic employee relations policies and initiatives that align with our company's goals. Leading a dedicated Employee Relations team, you'll ensure they provide consistent and reliable advice and support to all employees. Your role will involve overseeing the handling of complaints, conducting timely investigations, and maintaining thorough documentation. You'll also make recommendations for corrective and disciplinary actions and suggest policy improvements to minimize risk across the company.
What You'll Do:
- Oversees the work of a team of employee relations professionals that administer policies, processes and procedures associated with employee relations; including overseeing investigations related to employee complaints regarding harassment/discrimination allegations, policy and procedure violations, and outside agency charges.
- Ensures legal support and compliance, providing resolution recommendations and partners with HRBPs and business to deliver outcome.
- Works to mitigate risk to the company, via individual investigations and monitoring trends that indicate needs for policy enhancement, leadership changes or other corrective actions to avoid risk.
- Stays abreast of trends and changes in Human Resources and employment legislation; works with the Legal department to ensure the company’s harassment investigations are compliant with state and federal government agencies.
- Leads the development and implementation of strategies to centralize and standardize the Company’s Employee Relations function and processes.
- Promotes positive employee experience through the leadership of the ER function, as well as the design, communication and interpretation of HR policies and programs.
- Provides guidance to leadership on the handling of performance issues, investigations, grievances, disciplinary actions (including documentation and assistance with legal review), and performance improvement plans.
- Maintains absolute confidentiality regarding employee investigations, except with parties who are authorized to receive such information. Exercises sound judgement in investigation and employee relations activities.
- Provides guidance to leadership on the company’s employment termination process and partners with internal and external legal counsel as appropriate.
- Provides guidance to HRBPs and leadership on the creation and delivery of Performance Assessments and feedback for employees with performance gaps.
- Leads the development and oversees the execution of consistent methods, practices, procedures and recommendations to ensure fairness to employees, adherence to company policies and legal defensibility.
- Oversees company disciplinary actions to ensure consistent and fair application of company policies and procedures.
- Partners with corporate Disability Management department on issues related to Workers’ Compensation, job accommodation, medical leave and return to work cases.
- Monitors and makes recommendations to leadership based on Employee Relations scorecard. Leads the analysis of employee relations trends, identifies root causes, and recommends appropriate and creative resolutions.
- Drives continuous improvement on Employee Relations policies, practices and the way services are performed.
- Oversees training for employees on the company’s employee relations policies, i.e., Progressive Discipline, Harassment and Discrimination, and General Employment.
- Establishes and develops influential relationships with HRBPs and other HR COE leaders to stay abreast of future business challenges and proactively identify issues to aid in managing/avoiding employee relations issues.
- Plays a lead role in the off-boarding of employees for all involuntary reasons, to include termination, IPP, restructuring and layoffs. Partners with Legal on activities that ensure compliance with WARN legislation, as/if required.
What You Will Need:
- Bachelor’s degree plus 10 years of human resources experience to include harassment investigations reflecting increasing levels of responsibility; OR Masters degree plus 8 years of human resources experience including harassment investigations reflecting increasing levels of responsibility; OR High school diploma or State-issued equivalency certificate plus 14 years if human resource experience to include harassment investigations reflecting increasing levels of responsibility.
- Experience handling sensitive and confidential information.
- Experience working with all levels and functions within the Company.
- Required to travel to company offices, sites, and/or meeting locations for onboarding, training, meetings, and events for development, department needs, and business delivery up to 5% of the time, with or without reasonable accommodation. This may be in addition to travel requirements, if applicable, as listed in this job description.
Compensation:
- Hiring Salary Range Posted: $178,800 -$298,000
- Actual compensation paid within the range will be determined by factors such as the education, experience, knowledge, skills and abilities of the applicant, internal equity, and alignment with market data.
Perks & Benefits:
- This position includes a competitive benefits package.
- Please click here to view our full list of benefits or click here to watch our video.
Anticipated close date: October 1, 2024
To view a full job description, please click here.
Gallo does not sponsor for employment based visas for this position now or in the future.
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Job Id - 104917
Gallo’s policy is to afford equal employment opportunity to all applicants and employees and not to discriminate on the basis of race, traits historically associated with race, including but not limited to, hair texture and protective hairstyles (such as braids, locks, and twists), color, national origin, ancestry, creed, religion, physical disability, mental disability, medical condition as defined by applicable state law (including cancer and predisposing genetic characteristics), genetic information, marital status, familial status, sex, gender, gender identity, gender expression, sexual orientation (actual or perceived), transgender status, sex stereotyping, pregnancy, childbirth or related medical conditions, reproductive health decision making, age, military or veteran status, domestic violence or sexual assault victim status, or any other basis protected by applicable law. Nor will Gallo discriminate based on a perception that an individual has any of the foregoing characteristics or is associated with a person who has, or is perceived to have, any of those characteristics.
Gallo will comply with state and local laws prohibit discrimination for lawful out-of-work behavior, such as off-duty use of cannabis away from the workplace (subject to federal and state law exceptions), the existence of non-psychoactive cannabis metabolites in hair, blood, urine, or other bodily fluids as determined by a drug screening test (subject to federal and state law exceptions).
We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Gallo is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at 209.341.7000.
Gallo is enrolled in the Department of Homeland Security's E-Verifying program and will use the program to verify the employment eligibility of all newly hired employees as required.