Sr. Employee Relations Business Partner

It All Starts with Our People

As the leader in automotive preventive maintenance, Valvoline has a proven track record of growth. We continue to invest in our people, processes, and technology to strengthen our ability to efficiently deliver Quick, Easy, Trusted service across all our stores – every day. We're not just in the car business; we're in the people business. And we're looking for humble, hungry, and smart people to help us shape the future of mobility. If you're hungry to drive change and seek a dynamic, collaborative environment that fuels both personal and professional growth, you've found your place with us.

Our highest priority is creating a welcoming workplace with team members from a wide variety of diverse backgrounds and experiences.

How You’ll Make an Impact

The Senior Employee Relations Business Partner acts as a key partner to leaders and HR Business Partners in driving employee relations strategies and resolving workplace concerns and conflict in a manner that supports Valvoline’s Vision and Values. The Senior Employee Relations Business Partner investigates complex complaints of alleged EEO violations – discrimination, harassment, and retaliation to mitigate risk and achieve high levels of compliance across the organization. In addition, this position partners with diverse stakeholders throughout the organization, coaches leaders when they have opportunities in employee interactions, provides consultation for training programs, and acts as a resource to Human Resources for employee relations issues. In the role, you would be responsible for:

Workplace Investigations

• Responsible for leading investigations on complex and high-risk matters, including allegations of sexual harassment, discrimination, retaliation, wage/hour, leadership behavior, and workplace disputes with minimal supervision.

• Must define, strategize, and plan the scope of the investigation and determine the investigation plan, including interviews of witnesses, affected parties, reporting parties, and subject(s). Prior to each investigation, the Senior Employee Relations Business Partner determines all applicable parties to notify and involve, including all levels of leadership up to and including executives.

• Listens, identifies, and distills essential information needed to assess and resolve problems.

• Conducts ER risk assessments and provides advice and actionable feedback to all levels of leadership regarding remedial corrective actions resulting from investigations conducted.

• Partners with HR Business Partners (HRBPs), legal, and field regional Managers/Directors to provide timely results and proposed ER recommendations.

• Composes comprehensive, well-written Reports of Investigation that contain factual, fair, and objective support for any conclusions and recommended corrective actions reached in the investigation.

Coaching/Consultation Management

• Provide consultation and coaching to Area Managers, Market Managers, and HR Business Partners as needed to take action on employee relations matters.

• Analyze casework trends to produce strategic, proactive recommendations to HR and the business to address and mitigate systemic issues proactively.

• Provide guidance and interpretations of HR policies and procedures (US & Canada).

• Provide recommendations on corrective actions and develop talking points for use by managers.

Regulatory Compliance

• Supports ensuring regulatory compliance by escalating non-compliance as appropriate; raising issues and concerns; acting on regulatory updates; and supporting the implementation of designated changes.

• Provides consultation to the training team in the development of training programs for human resources and legal compliance.

• Facilitates coaching of managers on employee relations and federal regulation issues.

• Mitigates risk to avoid and/or reduce the Company’s potential legal liabilities.

Trend Analysis

• Takes a proactive, strategic approach to employee relations by identifying higher-level employee relations trends and recommending solutions to HRBPs that address root causes of issues.

• Religious Accommodations and Criminal Background Check Screenings

• Evaluates religious accommodation requests and works with the requester and their leader to find workable options.

• Assesses business impact to determine whether a request can be met without undue hardship, in line with the current legal standard.

• Partners with HR Business Partners, Leave Administration, and Legal on complex or denied requests.

• Reviews background check screenings of criminal convictions in conjunction with EEOC guidelines.

Project Management/Consultation

• Partners in the analysis and revision of people programs, policies, and practices to sustain a productive work environment.

• Advocates for a healthy workplace culture.

What Success Looks Like

• Leaders, Team Members and HR Business Partners feel heard, informed, and supported throughout the ER ThroughCare process.

• Retaliation risk is reduced by advising leaders on interim actions during investigations and on corrective actions once they close, so decisions are fair, well documented, and don’t appear retaliatory.

• Case data is clean, accurate, and complete, so reporting to leadership and Legal can be trusted.

• EEO Investigations are closed within 1 to 3 week targets, with the depth of each investigation matched to the risk.

What You’ll Need

• Bachelor’s degree

• Minimum of five years of employee relations investigation experience leading confidential equal employment opportunity issues and other sensitive internal HR investigations, as well as interpreting policies and regulations

• Must possess analytical, strategic, problem-solving, assessment, interpretive, judicious, and articulation skills to plan, conduct, and document complex impartial investigations

• Experience with providing people management coaching to managers, performance management, disciplinary actions, and interpreting employment practices

• Utilizes influencing skills with leaders and key stakeholders in order to reach win/win outcomes that minimize risk to the company

• Strong expertise in federal and multi-state employment laws; knowledge of provincial statutes and regulations a plus

• Ability to understand organizational issues, influence and build relationships at all levels, strong communication capabilities, and business acumen

• Proven ability to balance multiple priorities, partners, and work streams

• Must be authorized to work in the U.S.

What Will Set You Apart

• Retail ER experience

• Prior ER experience supporting multi-state, hourly employee client groups

• PHR/SPHR or SHRM-CP/SHRM-SCP

We Take Care of the WHOLE You

• Health insurance plans (medical, dental, vision)

• HSA and flexible spending accounts

• 401(k)

• Incentive opportunity*

• Life insurance

• Short and long-term disability insurance

• Paid vacation and holidays*

• Employee Assistance Program

• Valvoline Instant Oil Change discounts

• Tuition reimbursement*

• Adoption assistance*

*Terms and conditions apply, and benefits may differ depending on position.

Your Path to Valvoline

Valvoline provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

Join us in revolutionizing the automotive aftermarket industry while enjoying competitive benefits, a supportive work culture, and opportunities for advancement. Apply now and become an integral part of our journey at Valvoline.

The Company endeavors to make its recruitment process accessible to any and all users. Reasonable accommodations will be provided upon request to applicants with disabilities to facilitate equal opportunity throughout the recruitment and selection process. Please contact Human Resources at 1.833.VVV.Report or email [email protected] to make a request for reasonable accommodation during any aspect of the recruitment and selection process. The contact information is for accommodation requests only; do not use this contact information to inquire about the status of applications.