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At Optum, we value the distinctive talents and perspectives each employee brings to our workplace. We foster an inclusive work environment through various initiatives like our Employee Resource Groups, which are connected internal communities that focus on sharing our diverse experiences and backgrounds, creating a greater sense of belonging.
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Optum

Optum partners with The Blind Relief Association (TBRA) Delhi

Optum partners with Sarthak Educational Trust

Building an inclusive workplace - Optum India

UHG Employee Value Proposition

Primary Responsibilities:• ERL_Manage Employee Relations Caseso Ensure appropriate and timely response to workplace issues (e.g., phone coverage, service requests)o Ensure cases are opened and closed as requiredo Manage case volumeo Ensure comprehensive documentation of ER cases (e.g., including all relevant information)o Interpret, apply and ensure compliance with relevant company policies and applicable governmental laws/regulations for specificER caseso Identify appropriate actions for employees, managers and HCPs to takeo Escalate cases as appropriate (e.g., based on salary grade, issue complexity, legal/business risk)• ERL_Provide Consulting/Expertise on Employee Relations Issueso Provide leadership and direction to employees, managers and HCPs on handling workplace issueso Establish personal trust and credibility with business partners and stakeholders (e.g., leaders, Human Capital Partners)o Provide consulting to managers on Corrective Action issues (e.g., CAPs)o Provide consulting on involuntary employee terminations issues, and process involuntary employee terminationso Administer/support coordination for a variety of ER processes/initiatives/programs (e.g., I-9, personnel file fulfillment, legal requests)o Incorporate industry best practices into employee relations practices/programs (e.g., CLC, gOEbase, Bersin)o Leverage and build upon current best practices to create industry-leading employee relations practices/processeso Manage/support Employee Relations programs/initiativeso Provide support for RFPso Provide training on HRdirect/Employee Relations model and topics• ERL_Conduct/Support Investigation of Workplace Issues and Programso Investigate complex workplace issues (e.g., wage/hour, discrimination, harassment)o Provide tools and coaching to managers and HCPs to help them conduct workplace investigationso Manage/support Employee Relations programs/initiatives (e.g., random drug testing, background investigations)o Manage the IDR process (e.g., meeting coordination/facilitation, review responses, obtain legal review)o Identify the need to update/revise existing policies and create new policies based on company needs or legal/regulatoryrequirementso Communicate and implement new/updated/revised policies• ERL_Conduct Reporting/Analysis of ER Activitieso Identify appropriate metrics and data collection approaches to support business needs (e.g., IDR volume, case volume, case types)o Provide reporting to applicable stakeholders to meet business or legal needso Identify/communicate trends and information related to current business issues/needs (e.g., areas of concern, volume of employeecomplaints, management issues, financial impacts, training needs)o Research complaints by location and/or manager as needed for investigationso Analyze data/reports to help improve performance of the ER function• ERL_Manage/Support Auditing Activitieso Manage/support OFCCP auditso Respond to OCFFP data requestso Manage/support on-site audit activitieso Provide policy support as needed for various auditing activities (e.g., CMS)o Respond to Dept of Labor requests as needed (e.g., answer questions, provide data)• ERL_Manage the Downsizing Processo Provide manager training on how to complete the business case, DA and notification trainingo Coordinate/support communication strategies (e.g., employee notification, benefit impact calls)o Work with managers to develop the business caseo Identify the impacted groupo Conduct competency and adverse impact analysiso Prepare job title and age listo Prepare severance agreements and outplacement packetso Process payments and terminationso Provide reports to finance on downsizing costs• Comply with the terms and conditions of the employment contract, company policies and procedures, and any and all directives (such as, but not limited to, transfer and/or re-assignment to different work locations, change in teams and/or work shifts, policies in regards to flexibility of work benefits and/or work environment, alternative work arrangements, and other decisions that may arise due to the changing business environment). The Company may adopt, vary or rescind these policies and directives in its absolute discretion and without any limitation (implied or otherwise) on its ability to do soRequired Qualifications:• Bachelor’s Degree• 7+ years of experience in Employee Relations, Human Resources or Employment Legal• Experience in conducting investigations and advising on or supporting local disciplinary and investigation processes• Experience in establishing cross-functional relationships at all levels and geographies• Maintain knowledge of current best practices in the employee relations field (e.g., theories, frameworks, technologies, and trends)• Demonstrate a clear point of view about Human Capital activities as well as business needs

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