Sr. Employee Relations Business Partner

Why Valvoline?

We’ve been in the car business for more than 150 years, starting with the invention of the world’s first branded motor oil. Today, we’re a global leader in automotive services and lubricants, driven every day by a people-centered focus on innovation and service excellence. We’re looking for humble, hungry and smart people to help us power the future of mobility. If you’re looking for a collaborative and flexible work environment that invests in your growth and success, you’ve come to the right place.

At Valvoline, “It all starts with our people.” Creating a diverse and welcoming workplace with team members from varied backgrounds and experiences is our highest priority. People of color, women, LGBTQIA+, veterans, and persons with disabilities are strongly encouraged to apply.

Careers for the Driven

Valvoline has a rewarding opportunity as a Sr. Employee Relations Business Partner. We whole-heartedly adopt a ‘never idle' mindset. We also know that outstanding service begins and ends with our employees. So, we’re looking for good people to join our team. You bring your skills, talents, and drive. We will give you a great place to work, a competitive salary and benefits, and the resources and support to develop and advance within our global company.

How You’ll Make an Impact

The Sr. 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 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:

• Investigations
  
  • Responsible for leading investigations on complex and high-risk matters, including charges 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 Sr. 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 (HRBP), legal, and field regional Managers/Directors to provide timely briefings regarding various investigation results and proposed ER recommendations; partners with the HRBPs during management briefings as appropriate.
  • 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 monitoring regulatory changes; conducting analysis on regulatory impacts; reporting and escalating non-compliance as appropriate; raising issues and concerns; acting on regulatory updates; and supporting the implementation of designated changes.
  • Provides consultation to legal and the training team in the development of training programs for human resources and legal compliance, as well as conducting training on employee relations issues.
  • Facilitates training and coaching of managers on employee relations and federal regulation issues.
  • Mitigates risk to avoid and/or reduce the Company’s potential legal liabilities.
  • Reviews background check screenings of certain criminal convictions in conjunction with EEOC guidelines
• 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.
• Project Management/Consultation
  
  • Partners in the analysis and revision of people programs, policies, and practices to sustain a productive work environment.
  • Provides support for DEI Initiatives.
  • Advocates for a healthy workplace culture.
  • Evaluates Religious Accommodation requests.

What You’ll Need

• Bachelor’s degree
• Minimum of five years of employee relations 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
• Prior experience supporting hourly employee client groups
• Must be authorized to work in the U.S.

What Will Set You Apart

• PHR/SPHR or SHRM-CP/SHRM-SCP
• Retail HR experience

Benefits That Drive Themselves

• 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
• Employee discounts
• Tuition reimbursement*
• Adoption assistance*

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

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. Are you good at what you do? Join us.

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 in order to facilitate equal opportunity throughout the recruitment and selection process. Please contact Human Resources at 1.833.VVV.Report or email ECC@valvoline.comto 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.

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