Senior Employee Relations Analyst

Optum is a global organization that delivers care, aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care, pharmacy benefits, data and resources they need to feel their best. Here, you will find a culture guided by inclusion, talented peers, comprehensive benefits and career development opportunities. Come make an impact on the communities we serve as you help us advance health optimization on a global scale. Join us to start Caring. Connecting. Growing together. Positions in this function are responsible for development and interpretation of employment policies and practices, as well as consultation with the Employee Center and People Team on high-risk, high-level, or organization-impacting workplace issues to ensure internal equity and legal compliance. Function is also responsible for risk mitigation and compliance activities, including responding to employment claims filed with external agencies, union avoidance and affirmative action requirements. In roles outside the United States, managers in this function may also be responsible for Employee relations. The ERES titles are intended to be used for these employees. Generally work is self-directed and not prescribed.

ERL_Manage Employee Relations Cases Ensure appropriate and timely response to workplace issues (e.g., phone coverage, service requests) Ensure cases are opened and closed as required Manage case volume Ensure comprehensive documentation of ER cases (e.g., including all relevant information) Interpret, apply and ensure compliance with relevant company policies and applicable governmental laws/regulations for specific ER cases Identify appropriate actions for employees, managers and HCPs to take Escalate cases as appropriate (e.g., based on salary grade, issue complexity, legal/business risk) ERL_Provide Consulting/Expertise on Employee Relations Issues Maintain knowledge of current best practices in the employee relations field (e.g., theories, frameworks, technologies, and trends) Provide leadership and direction to employees, managers and HCPs on handling workplace issues Establish personal trust and credibility with business partners and stakeholders (e.g., leaders, Human Capital Partners) Demonstrate a clear point of view about Human Capital activities as well as business needs Provide consulting to managers on Corrective Action issues (e.g., CAPs) Provide consulting on involuntary employee terminations issues, and process involuntary employee terminations Administer/support coordination for a variety of ER processes/initiatives/programs (e.g., I-9, personnel file fulfillment, legal requests) Incorporate industry best practices into employee relations practices/programs (e.g., CLC, gOEbase, Bersin) Leverage and build upon current best practices to create industry-leading employee relations practices/processes Manage/support Employee Relations programs/initiatives Provide support for RFPs Provide training on HRdirect/Employee Relations model and topics ERL_Conduct/Support Investigation of Workplace Issues and Programs Investigate complex workplace issues (e.g., wage/hour, discrimination, harassment) Provide tools and coaching to managers and HCPs to help them conduct workplace investigations Manage/support Employee Relations programs/initiatives (e.g., random drug testing, background investigations) Manage the IDR process (e.g., meeting coordination/facilitation, review responses, obtain legal review) Identify the need to update/revise existing policies and create new policies based on company needs or legal/regulatory requirements Communicate and implement new/updated/revised policies ERL_Conduct Reporting/Analysis of ER Activities Identify appropriate metrics and data collection approaches to support business needs (e.g., IDR volume, case volume, case types) Provide reporting to applicable stakeholders to meet