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Become An Employee Adviser

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Working As An Employee Adviser

  • Communicating with Supervisors, Peers, or Subordinates
  • Resolving Conflicts and Negotiating with Others
  • Establishing and Maintaining Interpersonal Relationships
  • Making Decisions and Solving Problems
  • Evaluating Information to Determine Compliance with Standards
  • Deal with People

  • Mostly Sitting

  • Make Decisions

  • $81,578

    Average Salary

What Does An Employee Adviser Do At Comcast

* Assists in internal audits of employee relations issues and makes recommendations to resolve issues.
* Collaborates in the development and implementation of policies, procedures, and programs related to the employee relations function.
* Facilitates and mediates employee/management disputes.
* Coordinates and participates in the exit interview process; identifies opportunities and areas of concern requiring follow up.
* Assists employees with the interpretation of Company policies and responds to inquiries, concerns, and grievances.
* Provides regular status updates to employees, maintains employee contact until request is resolved and case has been closed.
* Assists in the investigations of employee complaints and disputes.
* Maintains appropriate records/files of investigations.
* Consistent exercise of independent judgment and discretion in matters of significance.
* Regular, consistent and punctual attendance.
* Must be able to work nights and weekends, variable schedule(s) as necessary.
* Other duties and responsibilities as assigned.
* Job Specification:
* Bachelor's Degree or Equivalent
* Arts & Humanities
* Generally requires 5
* years' related experience

What Does An Employee Adviser Do At Fedex Freight, Inc.

* Provide front line support and guidance to managers in the area of employee relations, ensuring decisions are made with consideration to fairness and precedent
* Perform routine and complex investigations involving employees, supervisors and management in the areas of harassment, discrimination and other employee relations issues
* Propose recommendations and disposition for investigations and ensure timely follow-up with impacted employees
* Provide assistance in the form of advice and counsel to staff and management in the interpretation and application of policies and procedures, ensure compliance with company policies and procedures and applicable local, state and federal laws and regulations
* Provide information to management regarding employment practices throughout the organization
* Provide advice and counsel to managers on how to appropriately handle employee complaints
* Respond to information requests, participate in company litigation at request of the Legal Department, prepare case histories and organize documentation
* Partner with and build strong relationships with key partners at all levels across the organization
* May counsel employees for career path, coordinate employee transfers and conduct exit interviews
* Collect and analyze data, prepare reports and investigative summaries for review by HR management
* Assist in gathering information responsive to Alert Line calls
* Comply with all applicable laws/regulations, as well as company policies/procedures
*

What Does An Employee Adviser Do At BD (Becton, Dickinson and Company)

* Works collaboratively with and provides day-to-day coaching and advice to Senior Business Unit, Functional or Regional leaders managers and all other assigned employees in a large variety of employee relations issues, performance management, and policy interpretation
* Reviews and assists managers in drafting corrective action, performance improvement, and termination documentation
* Identifies and analyzes legal/compliance risks in employment situations
* Partners with the Labor & Employment Legal team to review and make recommendations on complex issues, such as terminations, investigations, and medical issues/accommodations, to effectively manage company risk
* Stays current on employment law and employment law trends
* Conducts internal investigations of simple to moderate complexity, documents findings and makes recommendations to management as appropriate
* Collaborates with Global Learning team to develop and deploy manager effectiveness, HR compliance, and other employee relation-related training programs
* Provides support to managers and other HR functions throughout annual performance review process.
* This includes helping craft IIGs, development plans and quality written and verbal feedback
* Tracks and interprets trends in employee relations to proactively identify issues and develop training and other solutions
* Leads and/or participates in departmental projects/initiatives focused on continuous improvement.
* Qualifications
* Ability to work in a fast-paced, dynamic environment with the ability to adapt to changing priorities
* Strong written and verbal communication skills
* Strong analytical skills and ability to exercise sound judgment based on policies, procedures, practices, risk factors and precedent
* Excellent interpersonal skills with an ability to inspire trust and confidence and effectively influence the decision-making process
* Knowledge of employment law preferably
* Experience supporting Sr.
* Business Unit, Function or Region leadership level client groups

What Does An Employee Adviser Do At Vertex Inc.

* _
* Through a systemic approach, resolves employee relations issues, investigates employee complaints and disputes, ensure resolution of Company policy violations (including any issues reported via the Hot Line), ensure appropriate documentation is developed, and recommends corrective action.
* Drives policy development.
* Reviews employee policies and procedures in employee handbooks and recommend enhancements and/or new policies based upon business need.
* Ensures handbooks are developed and implemented as necessary, and ensures consistency across handbooks as Vertex expands globally.
* Ensures appropriate communication to share new information and due diligence in informing employees and leaders of their rights and responsibilities.
* Analyze trends regarding employee relations issues, leadership responses, development needs, etc., and proactively drive initiatives to ensure leaders’ ability to obtain resolutions aligned with our values and legal requirements.
* Serves as first line of defense to mitigate organizational risk for HR-related issues.
* Ensures all issues are resolved in a legal and ethical manner aligned with our corporate values.
* Partners with HR Business Partners to ensure consistent employee relations policies throughout the enterprise, and as necessary on complex employee relations issues.
* Advises leaders, as necessary, on the creation and administration of Performance Improvement Plans.
* Conducts exit interviews.
* Analyzes exit data for trends and shares with leaders as appropriate
* Coordinates responses with HR Leadership, General Counsel and outside legal representatives on employment related complaints filed with state and/or federal agencies, or county-specific agencies.
* Proactively develops, coordinates and implements effective programs to promote a positive and enriching working experience, such as the Harassment and Discrimination Prevention training.
* In partnership with People & Culture and Enterprise Risk, assesses needs and delivers leader training on compliance and risk issues.
* Works with General Counsel and/or outside counsel to ensure that Vertex standard agreements are up to date (ie employment, severance, non-solicitation, non-compete, confidentiality, etc.
* Ensures are drafted and finalized as needed for executive level or international employees.
* Oversees annual EEOC reporting process, ensuring compliance, proactively implementing new processes as required and escalating issues as needed.
* Works closely with Director
* Talent Acquisition to ensure other required governmental reporting (Vets 100, Affirmative Action) is completed, and new processes and requirements implemented as necessary.
* Responds to requests from Sales and Contracts Management regarding Vertex compliance with certain employment laws or guidelines.
* Keeps abreast on new or pending employment legislation, educates others as necessary on impact of new legislation, and ensures that Vertex is in compliance.
* Other duties and projects as assigned.
* KNOWLEDGE

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How To Become An Employee Adviser

Candidates need a combination of education and several years of related work experience to become a human resources manager. Although a bachelor’s degree is sufficient for most positions, some jobs require a master’s degree. Candidates should have strong interpersonal skills.

Education

Human resources managers usually need a bachelor’s degree. There are bachelor’s degree programs in human resources. Alternatively, candidates may complete a bachelor’s degree in another field, such as finance, business management, education, or information technology. Courses in subjects such as conflict management or industrial psychology may be helpful.

Some higher-level jobs require a master’s degree in human resources, labor relations, or business administration (MBA).

Work Experience in a Related Occupation

To demonstrate abilities in organizing, directing, and leading others, related work experience is essential for human resources managers. Some managers start out as human resources specialists or labor relations specialists. Others gain management experience in a variety of fields.

Management positions typically require an understanding of human resources programs, such as compensation and benefits plans; human resources software; and federal, state, and local employment laws.

Licenses, Certifications, and Registrations

Although certification is voluntary, it can show professional expertise and credibility and may enhance advancement opportunities. Many employers prefer to hire certified candidates, and some positions may require certification. The Society for Human Resource Management, Human Resource Certification Institute, WorldatWork, and the International Foundation of Employee Benefit Plans are among many professional associations that offer a variety of certification programs.

Important Qualities

Decisionmaking skills. Human resources managers must be able to balance the strengths and weaknesses of different options and decide the best course of action. Many of their decisions have a significant impact on workers or operations, such as deciding whether to hire an employee. 

Interpersonal skills. Human resources managers need strong interpersonal skills because they regularly interact with people. They often collaborate on teams and must develop positive working relationships with their colleagues. 

Leadership skills. Human resources managers must be able to direct a staff and oversee the operations of their department. They must coordinate work activities and ensure that workers in the department complete their duties and fulfill their responsibilities. 

Organizational skills. Organizational skills are essential for human resources managers. They must be able to prioritize tasks and manage several projects at once.

Speaking skills. Human resources managers rely on strong speaking skills to give presentations and direct their staff. They must clearly communicate information and instructions to their staff and other employees.

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Employee Adviser jobs

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Top Skills for An Employee Adviser

HumanResourcesSpecialistsAdvisorFederalEmploymentLawsPerformanceManagementIssuesCorrectiveActionFmlaCompanyPoliciesEeocPersonnelConflictResolutionInternalInvestigationsFlsaOfccpTrainingProgramsManagementTrainingLegalRequirementsOrganizationalDevelopmentEducateHrbpLaborRelationsCobra

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Top Employee Adviser Skills

  1. Human Resources Specialists
  2. Advisor
  3. Federal Employment Laws
You can check out examples of real life uses of top skills on resumes here:
  • Served as a consultant and ER advisor for 1400+ (managers and employees) on employee relations issues.
  • Demonstrated knowledge of local, state, and federal employment laws and regulations.
  • Established and implemented performance improvement plans and corrective actions when appropriate.
  • Resolved HR/ER issues related but not limited to conflict management, FMLA, performance management, corrective action, etc.
  • Ensured fair and equitable administration of company policies and best practices.

Top Employee Adviser Employers

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