Human Rights Analyst Jobs in Connecticut (NOW HIRING)

• Serve as a subject matter expert on employee relations matters and be responsible for delivering high quality and effective employee relations solutions to a line of business and/or geographic territory, as assigned. Responsible forresolving problems, addressing and assisting in the investigation of employee and regulatory complaints, coaching managers and employees to achieve resolution of issues , and ensuring the uniform and equitable application of organization policies and procedures while adhering to appropriate regulations.
• Apply exceptional HR expertise as part of the Employee Relations team to provide enterprise-wide ER solutions, on a day-to-day basis, through consulting with leaders, managers and employees on complex issues relating to the work environment, and bringing to bear outstanding technical skills relating to mediation, critical incident management and organization intervention.

• Serve as a subject matter expert on employee relations matters with significant impact.
• Participate in senior level HR projects as required and works with senior level management to adjudicate high level complex ER issues.
• With general oversight from an ER manager, deliver high quality decisions and counsel to managers and employees. Identify and analyze employee relations matters and recommend appropriate employment action to maintain a productive work environment, achieve optimal performance, and minimize risk to the Bank.
• In consultation with line managers, and under the general supervision of an ER Manager, administer the Bank's Performance Expectations and Corrective Action Policy. Use judgment based on experience and circumstances to accelerate Corrective Action as appropriate. Utilize authority to decide when termination of employment is appropriate and oversee the termination process in accordance with Bank practices. Prepare documentation and enter into applicable systems consistent with bank standards and practices.
• Counsel managers on Corrective Action, highlighting the legal requirements and ramifications. Participate in the EEOC/Human Rights/Wage and Hour regulatory complaints and may represent the Bank at investigative conferences, unemployment hearings and meetings.
• Understand the employee handbook and interpret/counsel employees and managers as needed.
• Receive complaints, conduct some investigations, assists the Investigations Team in the investigation of some investigations, recommends and resolves problems, and counsels employees.
• Counsel employees on conduct issues, including disputes with co-workers, supervisors, subordinates or management, financial problems, illness or disability and performance matters. Facilitates dispute resolutions.
• Conduct presentations and trainings, as needed, to employees and management on employee relations topics. Support, develop, revise, and sometimes oversee training programs for various levels within the organization on Bank policy, sexual harassment, legal issues, performance management, and other topics.
• Through critical thinking and expertise, identify possible alternatives, resolutions, and/or solutions for employee relations matters requiring Employee Relations Intervention.
• Leverage credibility to work collaboratively with other HR Centers of Excellence for matters requiring interdisciplinary involvement to ensure Employee Relations perspectives are represented.
• Generate reporting, communications, and presentations on Employee Relations topics including performance management, progressive discipline, and investigations history to describe Employee Relations intervention and involvement and recommendations.
• Serve as a mentor for Employee Relations Specialists and less experienced Employee Relations Partners and as a subject matter expert for servicing a line of business.
• Support exit interview process to include analyzing results and follow-up to appropriate individuals.
• Interpret inquiries regarding Bank policies and procedures and report policy issues to corporate Employee Relations.
• Keep informed on developments in employee relations, and in areas related to wages and salaries, employee benefits, recruitment, and equal opportunity.
• Understand and adhere to the Company's risk and regulatory standards, policies, and controls. Identify risk-related issues needing escalation to management.
• Promote a work environment that supports engagement and belonging, and reflects the M&T brand and M&T's Purpose and Values.
• Maintain M&T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable.
• Complete other related duties as assigned.

• The incumbent has significant impact to ensure workplace productivity, support the Bank's ability to maintain a high performing workforce through performance management and mitigate risk to the Bank from regulatory action or civil litigation by ensuring consistent policy and procedure application within a line of business to safeguard fair employment practices.
• The incumbent interacts with many levels of personnel within the bank.
• The incumbent acts as bank representative in external venues including unemployment hearings, regulatory meetings etc.
• Serve as a mentor for Employee Relations Specialists and less experienced Employee Relations Partners and as a subject matter expert for servicing a line of business.

Education and Experience Required:

• Bachelor's degree in related field (Human Resources, Business Administration, Communications) and 5 or more years relevant work experience OR in lieu of degree, a combined minimum of 9 years higher education and work experience.
• Experience consulting on ER issues and conducting and leading investigations.
• Excellent oral and written communication skills.
• Ability to travel, including overnight travel, as needed.
• Outstanding interpersonal, analytical, influencing, writing, and mediation skills.
• Demonstrated ability to think critically and work with agility in a dynamic, changing, and sometimes ambiguous environment.
• Proven ability to be self-motivated, well organized, and constantly learning.

• HR generalist, employee relations, or internal business line manager with significant people management experience.
• Understanding of employment law, including general interpretation and application.
• SHRM CP or PHR
• Experience mentoring or leading others.