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Years of Experience
Date Last Verified
Sr. Manager- Employee Relations The candidate will be responsible to create and drive the implementation of Employee Relations strategies, guidelines, and procedures. Conduct and lead complex investigations related to employee claims and advise leaders and HR Business Partner teams. Proactively identify future legal changes and partner with in-house counsel to provide recommendations. Partner with internal employment counsel and HR Business Partners to effectively manage possible conflicts related to employment practices. Partner closely with key stakeholders to identify requirements for a case management tool, and supports with implementation and rollout. Create insights from data to inform process and program improvements, and share findings with key partners to develop and deliver a plan which links to HR strategy. Ensure compliance with federal, state, and local laws and regulations. Continue the optimization of Employee Relations by designing and implementing best practices of effective investigation practices, case management, stakeholder engagement, reporting and analytics of ER cases and trends. Drive cultural adoption of Employee Relations model through communication and ER training for managers and employees. Provide leadership to the team to ensure employee advocacy, objective investigations, and sound risk mitigation for the firm. Holds team accountable to conduct timely investigative interviews and provide appropriate stakeholder updates. Lead ER team members in managing most critical and sensitive cases for the company. Provide HR leadership to the HR Compliance function ensuring the organization complies with Company Policies, SOX, OFCCP, and other regulatory guidelines. Partner with HR program owners to develop policies. Identify, collaborate with and leverage partners such as: HR Business Partners, Employment Law, Corporate Security, Benefits, IT Security and Compliance. Ensure all stakeholders such as the HR Business Partners and Legal partners are current on trends and themes of ER issues. Proactively communicate policy issues across the firm to people managers. Inspects cases for efficient and effective tracking to provide periodic reporting to HR Business Partners and HR COEâ€™s and provide data analysis with suggested actions to improve the employee experience. â€ƒ
Qualification and Experience
The candidate should have Bachelorâ€™s Degree in Human Resources, Business Administration, or related field, or equivalent work experience; JD or advanced degree preferred with 10+ years Employee Relations and Employment Law experience that includes 5+ years investigatory experience. Must have 5+ years directly managing complex employee relations issues or advising corporate clients around employment practice. Experience both managing and building a highly effective team of HR practitioners.Use of online case management systems as well as using Excel, Word, and PowerPoint. Provide consultation to address corrective action and termination recommendations as well as investigations of discrimination and harassment allegations. Lead the development and adoption of new tools and processes that lead to improved manager and employee experience, outcomes and employment risk mitigation. Use of ER data to identify gaps in HR policies and practices. Harmonize HR practices for consistent application. Interact with individuals across all areas of an organization including Executive management. Lead process improvement projects and apply analytics/metrics to ongoing process improvements. Proven interpersonal skills with a reputation as diplomatic, professional, collaborative, approachable, and knowledgeable. Demonstrate conflict resolution and risk management skills with ability to influence outcomes. Strong knowledge and experience applying organizational HR policies, procedures, and protocols. Provide consultation to address corrective action and termination recommendations as well as investigations of discrimination and harassment allegations. Ensure organization compliance with Company Policies, SOX, OFCCP, and other regulatory guidelines and with the identification, development, and enforcement of policies to reduce company risk.
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