Employee Relations Manager Onboarding Checklist

Employee Relations Manager Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Employee Relations Manager starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Human Resources onboarding experience or just need an onboarding checklist for your new Employee Relations Manager, you’re in the right place. We’ve put together a sample Employee Relations Manager onboarding checklist below and have created onboarding templates & resources to help.

Employee Relations Manager Onboarding Checklist

1. Introduction to company policies and procedures: The employee relations manager should receive a comprehensive overview of the company’s policies and procedures, including the employee handbook, code of conduct, and any other relevant documents. This task is typically performed by the HR department or a designated HR representative.

2. Familiarization with organizational structure: It is crucial for the employee relations manager to understand the company’s organizational structure, including reporting lines, departments, and key stakeholders. This task can be facilitated by the HR department or the employee’s direct supervisor.

3. Introduction to key personnel: The employee relations manager should be introduced to key personnel within the organization, such as the HR director, senior management, and other HR team members. This introduction can be arranged by the HR department or the employee’s supervisor.

4. Review of current employee relations initiatives: The employee relations manager should be provided with an overview of any ongoing employee relations initiatives, such as employee engagement programs, diversity and inclusion efforts, or conflict resolution strategies. This task can be performed by the HR department or the employee’s supervisor.

5. Training on HR systems and software: The employee relations manager should receive training on any HR systems and software used within the company, such as HRIS (Human Resources Information System), performance management tools, or employee feedback platforms. This training can be conducted by the HR department or the IT department.

6. Review of employee relations policies and procedures: The employee relations manager should thoroughly review the company’s employee relations policies and procedures, including disciplinary processes, grievance procedures, and conflict resolution protocols. This task can be performed independently by the employee relations manager, with support from the HR department if needed.

7. Shadowing HR team members: To gain a better understanding of the day-to-day responsibilities and tasks, the employee relations manager should have the opportunity to shadow experienced HR team members. This can be arranged by the HR department or the employee’s supervisor.

8. Attendance at HR team meetings: The employee relations manager should be invited to attend HR team meetings to get acquainted with ongoing projects, discuss employee relations matters, and contribute to strategic discussions. This task can be facilitated by the HR department or the employee’s supervisor.

9. Review of employee data and analytics: The employee relations manager should have access to relevant employee data and analytics, such as turnover rates, employee satisfaction surveys, and performance metrics. This task can be facilitated by the HR department or the employee’s supervisor.

10. Introduction to labor laws and regulations: The employee relations manager should receive training on relevant labor laws and regulations that apply to the company’s operations. This training can be conducted by the HR department or an external legal consultant.

11. Collaboration with other HR functions: The employee relations manager should collaborate with other HR functions, such as recruitment, compensation and benefits, and learning and development, to ensure a holistic approach to employee relations. This collaboration can be facilitated by the HR department or the employee’s supervisor.

12. Review of employee relations case files: The employee relations manager should review past employee relations case files to gain insights into previous issues, resolutions, and best practices. This task can be performed independently by the employee relations manager, with support from the HR department if needed.

13. Introduction to employee communication channels: The employee relations manager should be familiarized with the company’s employee communication channels, such as intranet portals, email distribution lists, or internal social media platforms. This task can be facilitated by the HR department or the employee’s supervisor.

14. Training on conflict resolution and mediation: The employee relations manager should receive training on conflict resolution techniques and mediation skills to effectively handle employee disputes and grievances. This training can be conducted by the HR department or an external consultant specializing in conflict resolution.

15. Review of employee benefits and policies: The employee relations manager should review the company’s employee benefits and policies, such as health insurance, retirement plans, and leave policies, to ensure a comprehensive understanding. This task can be performed independently by the employee relations manager, with support from the HR department if needed.

16. Introduction to employee engagement initiatives: The employee relations manager should be introduced to any employee engagement initiatives, such as wellness programs, team-building activities, or recognition programs, to foster a positive work environment. This introduction can be arranged by the HR department or the employee’s supervisor.

17. Training on performance management processes: The employee relations manager should receive training on the company’s performance management processes, including performance evaluations, goal setting, and feedback mechanisms. This training can be conducted by the HR department or the employee’s supervisor.

18. Review of employee relations metrics and reporting: The employee relations manager should understand the key metrics and reporting requirements related to employee relations, such as tracking employee complaints, conducting investigations, and analyzing trends. This task can be facilitated by the HR department or the employee’s supervisor.

19. Introduction to employee relations software/tools: The employee relations manager should be introduced to any specialized software or tools used for managing employee relations cases, tracking investigations, or documenting employee interactions. This introduction can be arranged by the HR department or the employee’s supervisor.

20. Ongoing professional development opportunities: The employee relations manager should be informed about ongoing professional development opportunities, such as conferences, webinars, or workshops, to stay updated on industry trends and best practices. This task can be performed by the HR department or the employee’s supervisor

Setting Up Your Employee Onboarding Process

From reading through the items in the example Employee Relations Manager checklist above, you’ll now have an idea of how you can apply best practices to getting your new Employee Relations Manager up to speed and working well in your Human Resources team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.