Employee Relations Manager

The Momentus Capital branded family of organizationswhich includes Capital Impact Partnersand CDC Small Business Financeand Momentus Securities(an SEC-registered broker-dealer, MSRB-registered, FINRA/SIPC member) - are transforming how capital and investments flow into communities to provide people access to the capital and opportunities they deserve.

We are working to reinvent traditional financial systems and advance locally-led solutions that create economic mobility and generational wealth. Through our continuum of financial, knowledge, and social capital, we offer a comprehensive package of loan products, impact investment opportunities, training and business advising programs, and technology solutions.

Our holistic and streamlined approach offers comprehensive solutions for small business entrepreneurs, real estate developers, community-based organizations, and local leaders at every stage of growth, from inception to expansion. When these leaders have the opportunity to succeed, their communities, their residents and our country thrive.

Summary/Objective

The Employee Relations Manager (ERM) will be instrumental in promoting a positive workplace and maintaining effective employee relations. This role involves delivering value-added services to management and employees that reflect the business objectives of the organization and creating a productive and inclusive environment. Reporting to the Human Resources (HR) Director, the Employee Relations Manager will be a functional leader who is responsible for fostering employee engagement, resolving workplace conflicts, performance management and compliance with state and federal laws. The Human Resources Coordinator will report to this position.

Roles and Responsibilities

Employee Relations

• Serve as a partner bridging organizational and employee interests through comprehensive consultation and advisory services.

• Collaborate with the ongoing process of managing employee performance and development

• Manage and facilitate effective employee relations processes including conflict resolution, investigations, and disciplinary actions with line managers and their direct reports.
• Advise managers and employees on the interpretation and application of HR policies to foster positive employee relations.
• Develop and implement employee engagement initiatives and programs to enhance employee satisfaction and retention to include employee recognition and achievements.
• Conduct training sessions on employee relations topics, including conflict resolution and effective communication.
• Monitor and analyze employee feedback to identify trends and areas for improvement in the workplace.
• Collaborate with HR Director to create action plans addressing employee concerns and improve the overall workplace culture.
• Collaborate with managers and employees to identify and mitigate potential employee relations matters proactively.

• Partner with employees and HR Advisory Committee to develop offerings to reinforce core values, performance and engage employees.

• Act as a liaison between employees and management to foster open communication, trust and feedback.
• Coordinate the onboarding and follow up with new employees during pre-determined check-ups during their first 3 months with the company.
• Collect and analyze employee feedback across all levels on a regular basis and revising people programs and policies to generate more positive outcomes.
• Participating in and/or leading projects/work groups focused on continuous improvement.
• Stay up to date with the relevant laws, regulations, and industry trends related to employee relations and HR practices, policies and procedures and maintain related SOPs.

Performance Management

• Guide managers in setting SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) objectives for their teams and individual employees.

• Develop and implement a performance management system aligned with organizational goals, including performance metrics, rating scales, and feedback mechanisms.

• Monitor and manage the performance review cycle, including the first 90 days, performance planning, mid-year check-ins and annual performance evaluations.

• Ensure timely completion of performance reviews and provide feedback to managers on quality and consistency.
• Support the HR Director in overseeing the implementation and continuous improvement of the organization's performance management system and serve as the liaison with the 3rd party vendor.
• Support the HR Coordinator with the maintenance and serve as the employee admin support of the organization's performance management system.
• Conduct training sessions on performance management topics, including new manager training, coaching, developing employees, conflict resolution and effective communication.

• Analyze performance data to identify trends, strengths, weaknesses, and areas for improvement across the organization. Evaluate reports, decisions and results of department initiatives in relation to established goals.

• Recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed.

Compliance

• Provide expert advice to managers and employees on company policies, labor laws, dispute resolutions and HR best practices while ensuring compliance with relevant laws.

• Be familiar with company policies and procedures

• Assist in the development and implementation of HR policies and procedures ensuring compliance with local and federal regulations.
• Maintain accurate records of employee relations cases, investigations, and outcomes, preparing reports and analysis for management review.

Supervisory

• Responsible for the oversight and evaluation of direct reports' performance and foster professional development.
• Ensure tasks are completed efficiently, effectively, and timely.
• Responsible for providing timely, positive, and constructive feedback and recognition to team members.

Knowledge, Skills, and Abilities

• Demonstrates the highest level of ethical behavior, and professionalism and maintains confidentiality.
• Appropriately navigates the line between employee advocacyand the interests of the organization
• Proven experience with conflict resolution, employee engagement, and performance management
• Strong understanding of performance management principles and best practices
• Driven, entrepreneurial, creative, flexible, and willing to work hands-on in a fast-paced, growing organization
• Strong decision-making skills
• Strong analytical and problem-solving skills, with the capacity to develop practical solutions to complex issues.
• Exceptional communication and interpersonal skills, with the ability to build rapport at all levels of the organization.
• Responsive to requests and needs of others regarding Human Resource performance and employee relations-related issues
• Communicate effectively in writing depending on the needs of the audience
• Proven ability to analyze data and translate insights into actionable plans
• An ability to embrace and model Momentus Capital's core values
• Ability to deliver clear, concise, and appropriate messages to a variety of audiences
• Ability to present training/other information to small and large groups in person and virtually

Requirements

• Bachelor's degree in human resources or related field; or equivalent
• Minimum of 5 years of human resources generalist experience, and minimum of 2 years of managing employee relations and performance management with specific experience in conflict resolution.
• Minimum of 2 years of direct supervisory experience
• Active credentials in HRCI, SHRM-CP or SHRM-SCP preferred
• Excellent verbal and written communication and team management skills
• Current knowledge of local and federal employment laws
• Proficiency with HR management systems and performance management software Familiarity with HRIS (e.g. ADP), Google Suite, and Success Factors preferred

Benefits

The salary range for this position is $92,660- $123,701 and is eligible for an annual incentive.

This role is remote but will occasionally need to come into the office, so the preferred location is San Diego, CA or Arlington, VA.

All employees must be legally authorized to work in the United States.The Company will not sponsor applicants for work visas.

EEO: Momentus Capital is an equal opportunity employer ; and, is fully committed to providing employment for qualified individuals, free from discrimination on the basis of race, color, religion, sex, age, sexual orientation, gender identity, national origin, disability, marital status, pregnancy, childbirth or related medical conditions, or any other protected characteristic established by applicable law.

Qualification

Bachelor's Degree