In this article, we’ll look at the best practices for onboarding your new Workplace Relations Manager. We’ll look at the employee onboarding process/steps you can add to your own reusable Workplace Relations Manager checklist.
Need help with onboarding new Human Resources team members? See the templates and resources we recommend for successful onboarding experiences.
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Are you looking for help setting up a staff orientation process so that when your new Workplace 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 Workplace Relations Manager, you’re in the right place. We’ve put together a sample Workplace Relations Manager onboarding checklist below and have created onboarding templates & resources to help.
1. Introduction to the company: The Workplace Relations Manager should be provided with a comprehensive introduction to the company, including its history, mission, values, and organizational structure. This task is typically performed by the HR department or a designated onboarding specialist.
2. Familiarization with policies and procedures: The Workplace Relations Manager should be given a thorough understanding of the company’s policies and procedures, including those related to workplace relations, employee rights, and compliance with labor laws. This task is usually performed by the HR department or the legal team.
3. Review of employee handbook: The Workplace Relations Manager should be provided with a copy of the employee handbook and given time to review its contents. This handbook typically contains information on company policies, benefits, code of conduct, and other important guidelines. The HR department is responsible for providing the handbook and answering any questions.
4. Introduction to key stakeholders: The Workplace Relations Manager should be introduced to key stakeholders within the company, including senior management, HR team members, legal counsel, and representatives from employee unions or associations. This task is usually coordinated by the HR department or the hiring manager.
5. Training on HR systems and software: The Workplace Relations Manager should receive training on the company’s HR systems and software, including those used for employee records management, payroll, performance management, and employee engagement. This training is typically conducted by the HR department or the IT team.
6. Understanding of company culture: The Workplace Relations Manager should be given an opportunity to understand and assimilate into the company culture. This may involve attending team-building activities, social events, or participating in orientation programs. The HR department usually organizes these activities.
7. Review of existing workplace relations practices: The Workplace Relations Manager should review the existing workplace relations practices within the company, including policies, procedures, and any ongoing employee relations issues. This task is typically performed independently by the Workplace Relations Manager, with support from the HR department.
8. Collaboration with HR team: The Workplace Relations Manager should collaborate closely with the HR team to understand their roles and responsibilities, as well as to establish effective communication channels. This collaboration helps ensure a smooth integration into the HR department and facilitates teamwork. The HR department and the Workplace Relations Manager jointly perform this task.
9. Familiarization with labor laws and regulations: The Workplace Relations Manager should receive training on relevant labor laws and regulations applicable to the industry and the company. This training may be conducted by the legal team or external consultants specializing in labor law compliance.
10. Review of employee relations metrics and data: The Workplace Relations Manager should review existing employee relations metrics and data to gain insights into the company’s employee relations landscape. This may involve analyzing employee satisfaction surveys, turnover rates, grievances, and other relevant data. The HR department typically provides access to this information.
11. Development of employee relations strategies: The Workplace Relations Manager should work with the HR team and senior management to develop employee relations strategies that align with the company’s goals and objectives. This task involves analyzing data, identifying areas for improvement, and proposing initiatives to enhance employee relations. The Workplace Relations Manager, in collaboration with the HR team and senior management, performs this task.
12. Implementation of employee relations initiatives: The Workplace Relations Manager should take the lead in implementing employee relations initiatives, such as employee engagement programs, conflict resolution processes, and employee recognition programs. This task involves coordinating with various departments, conducting training sessions, and monitoring the effectiveness of the initiatives. The Workplace Relations Manager, with support from the HR team, performs this task.
13. Ongoing employee relations support: The Workplace Relations Manager should provide ongoing support to employees and managers regarding workplace relations issues, including conflict resolution, disciplinary actions, and employee grievances. This task requires effective communication, active listening, and the ability to provide guidance and advice. The Workplace Relations Manager, in collaboration with the HR team, performs this task.
14. Compliance with labor laws and regulations: The Workplace Relations Manager should ensure the company’s compliance with labor laws and regulations, including monitoring changes in legislation, updating policies and procedures, and conducting audits to identify and address any non-compliance issues. This task is typically performed by the Workplace Relations Manager, with support from the legal team and the HR department.
15. Continuous professional development: The Workplace Relations Manager should engage in continuous professional development activities, such as attending seminars, workshops, and conferences related to workplace relations, labor laws, and HR practices. This task helps the Workplace Relations Manager stay updated with industry trends and best practices. The HR department may provide guidance and support in identifying relevant professional development opportunities
From reading through the items in the example Workplace Relations Manager checklist above, you’ll now have an idea of how you can apply best practices to getting your new Workplace 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.
