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Job Details


CVS Health

Executive Director, Employee Relations - Retail

Pharmaceuticals

All

Yearly

No

Hartford, Connecticut, United States

Job Description
The Executive Director oversees Employee Relations for the Retail business unit and is a key member of the Employee Relations Leadership Team reporting directly to the Vice President of Employee Relations. As a key collaborator with HR peers, manages overall employment risk and employee relations from problem identification, through mediation, to resolution. This role establishes formal Employee Relations practices and embeds and monitors these practices across the Retail business unit, evolving as necessary. The Employee Relations Executive Director will also lead special projects that help drive insights and impact to our workforce. This role requires deep Employee Relations expertise as it is instrumental in developing the framework and operating principles of Employee Relations and supporting the overall employee experience. The Executive Director is able to leverage the vast amounts of data from within the Center of Excellence to provide proactive and strategic insights to the business leaders.

Pay Range
The typical pay range for this role is:
Minimum: 131,500
Maximum: 289,300

Please keep in mind that this range represents the pay range for all positions in the job grade within which this position falls. The actual salary offer will take into account a wide range of factors, including location.

Required Qualifications
•Govern and evolve as needed the Employee Relations (ER) framework, including policies to continuously improve ER practices within the global organization
•Develop, socialize, and roll out ER processes, guidelines, and practices
•Conduct investigations and address employee issues and complaints working in partnership with the HRBPs, Legal and Compliance to make recommendations on appropriate courses of action
•Assist in the preparation of comprehensive investigation reports which include recommendations for complaint resolution
•Provides insight and interpretation to managers and employees regarding relevant employment principles, complex employee relations issues, performance management, workplace investigations and critical incident management
•Present investigation findings and trends at executive levels, facilitating decisions where appropriate
•Manage and maintain ER procedures and practices to ensure compliance, enhance the employee experience, and promote our company values in partnership with Employee Services where appropriate
•Ensure ER cases are handled fairly and consistently in a timely fashion, and in line with company values and applicable laws
•Partner with HRBPs to create and implement change management strategies and communications in support of organizational design and changes
•Maintain an accurate, organized and confidential case management system
•Analyze ER trends to develop solutions and strategies and make recommendations based on ER-related data
•Produce ER dashboard and analytics to show progress and trends across Vertex
•Designs and facilitates training and workshops on key HR policies and best practices
•Advises on business change including acquisitions, restructurings and reorganizations
•Manages all exit interviews and analyzes trends with recommended approaches to resolve areas of concern
•Experience in the healthcare, retail and consumer goods industries and employee relations field desired
•Excellent verbal and written communication, with advanced presentation skills and the ability to persuade others through effective communications
•Experience providing strategic advice
•Experience in adapting to changing work environments
•Superb interpersonal skills with the ability to effectively interact with employees at all levels of the company, deliver the highest level of customer service, and work effectively in a team environment
•Work is performed without appreciable direction. Exercises latitude in determining objectives and approaches to assignment.
•Comprehensive knowledge of HR principles, practices, and procedures in the United States
•Specialized knowledge and understanding of Human Resources legislation/employment law, principles, policies, and procedures

COVID Requirements


COVID-19 Vaccination Requirement
CVS Health requires certain colleagues to be fully vaccinated against COVID-19 (including any booster shots if required), where allowable under the law, unless they are approved for a reasonable accommodation based on disability, medical condition, religious belief, or other legally recognized reasons that prevents them from being vaccinated.

You are required to have received at least one COVID-19 shot prior to your first day of employment and to provide proof of your vaccination status or apply for a reasonable accommodation within the first 10 days of your employment. Please note that in some states and roles, you may be required to provide proof of full vaccination or an approved reasonable accommodation before you can begin to actively work.

Preferred Qualifications
NA

Education
Bachelor Degree Required
Masters Preferred

Business Overview
Bring your heart to CVS Health
Every one of us at CVS Health shares a single, clear purpose: Bringing our heart to every moment of your health. This purpose guides our commitment to deliver enhanced human-centric health care for a rapidly changing world. Anchored in our brand — with heart at its center — our purpose sends a personal message that how we deliver our services is just as important as what we deliver.

Our Heart At Work Behaviors™ support this purpose. We want everyone who works at CVS Health to feel empowered by the role they play in transforming our culture and accelerating our ability to innovate and deliver solutions to make health care more personal, convenient and affordable.
We strive to promote and sustain a culture of diversity, inclusion and belonging every day.
CVS Health is an affirmative action employer, and is an equal opportunity employer, as are the physician-owned businesses for which CVS Health provides management services. We do not discriminate in recruiting, hiring, promotion, or any other personnel action based on race, ethnicity, color, national origin, sex/gender, sexual orientation, gender identity or expression, religion, age, disability, protected veteran status, or any other characteristic protected by applicable federal, state, or local law.