Senior Employee
Relations Manager
This position is
responsible for leading the Employee Relations Center of Excellence, developing
and administering policies and programs designed to foster a positive employee
relations (“ER”) environment through the consistent and equitable application of
Human Resources policies and procedures and federal and state laws and
regulations. Identifies ER issues and recommends appropriate actions to
address and resolve those issues. Responsible for compliance with state,
federal, and country employment laws. Supervises Employee Relations
Specialists and collaborates as a global resource for ER best practices.
PRIMARY DUTIES AND
RESPONSIBILITIES:
•Identify employee
relations trends, issues, and areas for improvement, to foster a positive
employee relations environment.
•Provide leadership as a
global ER Center of Excellence (“COE”) resource expert in ER best practices.
•Assist in assuring
corporate and legal compliance in ER- and HR-related areas of responsibility.
•Produce ER-related and
metrics-related reports, including monthly case summaries, quarterly disclosure
reports and quarterly severance reports, and analyze those reports for trending
purposes and identifying areas of concern.
•Manage risk pertaining
to ER matters by researching and keeping up-to-date on employment laws and
applying them to employment matters elevated to the ER COE. Also conduct
proactive trainings and supply relevant ER-related materials, information and
changes and updates to relevant employment laws to the Human Resources Business
Partners (“HRBPs”) in an effort to manage risk up front.
•Review, approve, and
coordinate all reduction-in-force (“RIF”) events and other separation
agreements. Advise HRBPs and managers of
potential risks related to RIFs and other types of employee separations. Advise on appropriate communications related to RIF meetings
and separation announcements. Assist separated employees with their
questions after termination.
•Legal liaison for
advice and responses to complex cases. Work with legal counsel in
gathering information and investigate and respond to external employment legal
claims.
•Identify the need for
all ER-related project work. Lead and conduct the work on many ER
projects to completion. Represent ER on committees and other project
teams and provide ER expertise as an ER resource for their efforts.
•Work closely with ER
Specialists on ER cases and issues and provide mentorship and coaching to
assist them in advising HRBPs, managers, and employees appropriately.
•Analyze exit interview
data, make HRBPs aware when exit interviews of concern are submitted, and make
recommendations to improve the work environment, culture, and employee
retention.
•Consult with and coach
HRBPs, managers and employees on routine to complex ER issues, assist with policy
interpretation, and provide guidance to prevent and/or facilitate conflict
resolution.
•Consult with the HRBPs
and direct or conduct investigations of claims of harassment, discrimination,
retaliation, workplace violence and other issues, and determine appropriate
action and document the relevant information pertaining to the investigations
in final reports. Make recommendations regarding appropriate actions and
work with HRBPs and management in determining next steps.
•Assist HRBPs and Health
Services on complex leave of absence requests (including FMLA, ADA, etc.) and
managing existing employee leaves by providing consulting support. Ensure
effective coordination with the HRBP, Health Services, and third-party
disability carrier in instances where ER issues intersect with a leave of
absence or workers’ compensation need.
•Provide guidance in
managing workplace violence matters and post-employment situations. Work
directly with Security and HRBPs to manage workplace violence threats and
responses, and sensitive employee terminations.
•Manage and/or
collaborate on the development of ER-related HR Business Partner training and
management training programs, such as Performance Management, Employee
Awareness trainings, and Supervisory Skills, as well as deliver such training.
•Draft and edit letters
and templates for HRBPs on terminations, leaves of absences, coaching
documents, etc. Review disciplinary action for some cases prior to
issuance.
•Provide backup HRBP
services when appropriate and necessary.
•Other duties as
assigned.
EDUCATION:
•B.A. or B.S. Degree or
equivalent experience
•SPHR certification
strongly preferred.
EXPERIENCE:
•7 to 10 years of
Employee Relations experience, with a solid knowledge of employment law and
investigation procedures.
•A background in
coaching and consulting with HR colleagues, managers, and employees on routine
to complex employee relations issues, conflict resolution, and performance
management.
•Previous management
experience strongly preferred.
REQUIRED SKILLS AND
ABILITIES:
•Effective verbal and
written communication skills
•Integrity and
confidentiality
•Facilitation, coaching
and influencing skills
•Project management
skills
•Attention to detail and
follow through
•Listening and
interpersonal skills
•Analytical ability and
problem resolution skills
•Organizational skills
•Self-motivated and
demonstrates initiative
•Ability to work in
fast-paced environment
•Ability to multi-task
Benefits - Full
Relocation Assistance Available - Possible for ideal candidate
Bonus Eligible - Yes
Interview Travel Reimbursed - Yes
7+ to 10 years
experience
Management Experience Required - Yes
Willingness to Travel - Occasionally
Skills and Certifications
Employee Relations
