Head of Employee Relations: GID Investment Advisers, LLC is a privately held, globally diversified, and fully integrated real estate organization founded in 1960 that employs over 600 real estate professionals in multiple offices throughout the United States. During its 55 year history the company has acquired or developed over 60,000 residential units and in excess of 15 million square feet of commercial space. As of March 31, 2016, GID controls a real estate portfolio consisting of 72 properties totaling 20,000+ residential units. In addition, GID has 20 multifamily properties under development in eight states consisting of 6,450 residential units.
GID is involved in a variety of asset classes and real estate disciplines, and pursues opportunities both nationally and internationally. The company is engaged in all aspects of real estate investment, ownership, and operation and has divisions that specialize in development, acquisitions, real estate investment funds and separate accounts, international real estate investing, real estate hedge funds, property management, portfolio and asset management, and advisory services.
We are seeking a Head of Employee Relations who will be responsible for designing and handling the Company's employee relations programs, policies and procedures. This person can office in any of the following cities: Boston, Houston, Austin, Dallas, San Francisco, or Orange, CA.
SUMMARY: Designs, plans and implements the Company’s employee relations programs, policies and procedures. Maintains good communication and positive relationships with employees to promote employee satisfaction. Guides department managers and employees throughout the performance management, goal setting and employee development process. Identifies and analyzes issues with employee relations issues; provides recommendations and resolutions. Identifies opportunities for training and professional development of managers and staff. Coaches and counsels managers and supervisors in accordance with company values, policies and procedures using good conflict resolution skills. Escalates employee relations issues as appropriate. Makes recommendations for changes to ensure exceptional employee experience and to drive retention and development. Increases Company's profitability through increased employee productivity, improved employee job satisfaction and total quality management at all levels of the organization. Utilizes ability to train, communicate, coach, counsel managers through disciplinary situations to minimize litigious exposure.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
Performance Management and Evaluation: Responsible for company performance management process to ensure effective goal setting, measurement, tracking intervention, feedback and appraisal. Research, propose and implement new approaches and tools to ensure Company is adopting the most effective approach to performance management.
Employee Relations: Serve as first point of contact for all employee relations issues and concerns. Coach employees and managers, make recommendations for resolution of issues, and escalate sensitive issues as necessary. Communicate regularly with senior management on employee attitudes and issues. Provide professional HR advice to all levels of management. Ability to interact with Legal Counsel on employee related issues as necessary. Interact with Operations Management to provide HR support to field operations. Must be well-versed in employment law, especially in California, to ensure compliance with all local laws and regulations.
Training: Create and implement core HR training and development programs including evaluating employee skill sets and the programs needed to upgrade them. Work with Training Department to develop HR related modules and participate in training on those modules.
Career Development Succession Planning: Work closely with SVP Human Resources to ensure the Company develops its talent that enables it to promote from within working with Sr. Level Operations and Boston staff.
Administration/Communication: Responsible for communication of performance management standards, procedures and development opportunities. Primary responsibility for performance management system. Deliver trainings as appropriate, design and implement employee recognition and rewards programs, and participate in Operations Management Conference
Operations: Function as a strategic partner with regional SVP’s regarding: recruitment, turnover, retention and employee relations.
GID is an Equal Opportunity Employer
Education and Experience
Bachelor’s Degree (B. A.) from a four-year college or university; or four to ten years related experience and/or training; or equivalent combination of education and experience. Demonstrated experience with coaching at all levels and driving improved company culture and employee performance and satisfaction.