PSEG Sr. Employee Relations Advisor in Newark, New Jersey
Requisition : 74746
PSEG Company: PSEG Services Corp.
Salary Range : $ 89,400 - $ 169,900
Incentive : PIP 15%
Work Location Category : Remote Local
PSEG operates under a Flexible Work Model where flexible work is offered when job requirements allow. In support of this model, roles have been categorized into one of four work location categories: onsite roles, hybrid roles that are a blend of onsite and remote work, remote local roles that are primarily home-based but require some level of purpose-driven in-person interaction and living within a commutable distance, and remote non-local roles that can be effectively performed remotely with the ability to work in approved states.
PSEG offers a unique experience to our more than 12,000 employees – we provide the resources and opportunities for career development that come with being a Fortune 500 company, as well as the attention, camaraderie and care for one another you might typically associate with a small business. Our focus on combatting climate change through clean energy technology, our new net zero climate vision for 2030 and enhanced commitment to diversity, equity and inclusion; and supporting the communities we serve make this a particularly exciting time to join PSEG.
This position has specialized depth and breadth of experience in employee relations serving as a senior level advisor on many complex employee related matters, raising matters that pose risk to the Enterprise to the Manager Employee Relations and/or business leaders. This position is recognized as an expert in employee relations demonstrating a proactive approach to resolving employee concerns referred to business leaders by the Company's Office of Ethics & Compliance and is responsible for guiding and partnering with business leaders on complex matters involving recommendations for corrective actions, including disciplinary actions. Using their specialized experience and working knowledge of applicable employment laws and HR best practices and strategies, this position provides leadership and guidance, ensures compliance, and recommends solutions to business leaders and employees on, among other things, policy and practice interpretation, performance management, job eliminations and other terminations, conflict resolution, and disciplinary actions. It also analyzes trends in Human Resources issues and proactively develops and implements policies and procedures and recommends best practices, supportive actions and programs. It partners closely with the HR Centers of Excellence, Client Relations, and other departments throughout the Enterprise, and may lead teams or projects with broad visibility serving as a quality resource. Works independently, with guidance in only the most complex situations.
Proactively resolve sensitive and complex employee concerns and workplace conflicts, utilizing specialized expertise to mitigate risk and ensure consistent application of policies and procedures as well as compliance with employment laws and regulations. This includes analyzing concerns and OEC case reports; presenting recommendations verbally, or in writing, in a clear and concise format with discoverability in mind; preparing business leaders for fact findings and investigations; preparing business leaders for difficult employee discussions (e.g., drafting talking points); and tracking and maintaining caseload for timely resolution.
Advise business leaders on complex matters involving recommendations for corrective actions, including disciplinary actions, utilizing specialized experience to mitigate risk and ensure consistent application of policies and procedures as well as compliance with employment laws and regulations. This includes analyzing underlying facts; comparing proposed disciplinary action against historical decisions; presenting recommendation verbally and in writing in a clear and concise format with discoverability in mind; conducting protected activity reviews; preparing business leaders for relevant disciplinary review calls; and tracking and maintaining caseload for timely resolution.
Conduct data analytics; identify areas of risk, and trends or situations, that require attention; and partner with HR COEs, Client Relations, and other departments throughout the Enterprise to guide, recommend and implement solutions (e.g., training, counseling, policy management).
Apply specialized depth and breadth of experience in employee relations to develop, review, update and implement HR policies, practices, and processes for effectiveness and compliance, and alignment with best practices and strategies.
Prepare for and, as needed, lead panels held before the Employee Relations Review Program (ERRP), the Company's alternative dispute resolution program for employees who are not union-represented.
May lead cross-functional teams or special HR projects with broad visibility serving as a quality resource.
Job Specific Qualifications
- BA/BS with 8 years in an Employee Relations or similar role; in lieu of degree 11 years experience in Employee Relations
Experience in developing and implementing effective strategies to resolve sensitive and complex employee concerns and workplace conflicts
Knowledge of state and federal employment laws and HR best practices
Excellent communication, decision making and problem-solving skills
Strong relationship management and influencing skills including interacting with senior leaders
Ability to analyze and make recommendations
Excellent conflict resolution skills
Ability to maintain high level of confidentiality regarding employee information
Excellent organizational skills, Strong knowledge of Microsoft Office applications (including SharePoint, Excel, Word, PowerPoint, Outlook)
- JD or Master's Degree
Minimum Years of Experience
8 years of experience
Certain positions at the Company may require you to have access to Part 810-Controlled Information. Under the law, the Company is limited in who it can share this information with and in certain circumstances it is necessary to obtain specific authorization before the Company can share this information. Accordingly, if the position does require access to this information, you must complete a 10 CFR Part 810 Export Control Compliance Nationality Request Form, a copy of which will be provided to you by Talent Acquisition if an offer is made. If there is a need for specific authorization, due to the time it takes to obtain authorization from the government, we will likely not be able to further proceed with an offer.
Candidates must foster an inclusive work environment and respect all aspects of diversity. Successful candidates must demonstrate and value differences in others' strengths, perspectives, approaches, and personal choices.
As an employee of PSE&G or PSEG LI, you should be aware that during storm restoration efforts, you may be required to perform functions outside of your routine duties and on a schedule that may be different from normal operations.
Certain positions at the Company may require you to have access to 10 CFR Part 810 controlled information. If the position does require access to this information, the Talent Acquisition representative will provide further details upon making an offer.
PSEG is an equal opportunity employer, dedicated to a policy of non-discrimination in employment, including the hiring process, based on any legally protected characteristic. Legally protected characteristics include race, color, religion, national origin, sex, age, marital status, sexual orientation, disability or veteran status or any other characteristic protected by federal, state, or local law in locations where PSEG employs individuals.
Business needs may cause PSEG to cancel or delay filling position at any time during the selection process.
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PEOPLE WITH DISABILITIES:
PSEG is committed to providing reasonable accommodations to individuals with disabilities. If you have a disability and need assistance applying for a position, please call 973-430-3845 or email email@example.com. If you need to request a reasonable accommodation to perform the essential functions of the job, email firstname.lastname@example.org . Any information provided regarding a disability will be kept strictly confidential and will not be shared with anyone involved in making a hiring decision.
ADDITIONAL EEO/AA INFORMATION (Click link below)
Know your Rights: Workplace Discrimination is Illegal (https://www.eeoc.gov/sites/default/files/2022-10/22-088_EEOC_KnowYourRights_10_20.pdf)
Pay Transparency Nondiscrimination Provision
Diversity at PSEG: Equal Opportunity Employer
PSEG is an equal employment opportunity employer and makes employment decisions, including but not limited to, hiring, firing, promotion, demotion, training, and/or compensation, on the basis of merit. Employment decisions are based on an individual’s qualifications as they relate to the job under consideration. PSEG's policy prohibits unlawful discrimination based on sex (which includes pregnancy, childbirth, breastfeeding, or related medical conditions, the actual sex of the individual, or the gender identity or gender expression), race, color, religion, including religious dress practices and religious grooming practices, sexual orientation, national origin, ancestry, citizenship, marital status, familial status, age, physical disability, mental disability, medical condition, genetic information, protected veteran or military status, or any other consideration made unlawful by federal, state or local laws, ordinances, or regulations.
Need to request an accommodation?
If you have a disability and need assistance submitting your resume, applying for a position or registering for a test, please call 973-430-3845. Any information provided regarding a disability will be kept strictly confidential and will not be shared with anyone involved in making a hiring decision.
PSEG is committed to complying with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in the operations of the Company and prohibits unlawful discrimination by any employee of the Company, including supervisors and co-workers.
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