Major Job Responsibilities

• Provide exemplary support to people managers and employees on employee relations processes, programs, and policies; manage HR cases
• Ensures that HR legal requirements are met and provide risk mitigation options
• Advises employees and supervisors regarding work-related issues including employee relations, policy and compensation.
• Promote employee experience, engagement and recognition initiatives to managers and their teams and coach on engagement best practices
• Revises and completes new position profiles and assists managers with department restructuring.
• Sign-off authority for business transactions in the HR systems.
• Conducts exit interviews, analyzes and tracks retention trends, and creates ad-hoc turnover reports.
• Collaborate and partner with HRBPs, COEs, and business leaders to provide appropriate HR support for business initiatives, mitigate risk, and ensure corporate strategic initiatives are integrated into the practices of the team.
• Coordinates with HR staff in other locations to ensure consistency of practice and advice, efficient sharing of information, ideas and resources and effective teamwork on special projects.
• Build & maintain knowledge of practices for consulting with people management, clients, and employees.
• Analyze information regarding best practices for consulting to proactively resolve issues and/or offer solutions to enhance employee experience while driving business initiatives
• Utilize data and insights to help build manager competencies that maintain positive employee-employer relationships and foster employee engagement and retention.
• Utilize case management system to track caseload for assigned business groups and direct report’s business groups
•  Manage employee separations, both voluntary and involuntary; including conducting exit interviews
• Guide people managers and employees through complex accommodations, including leaves of absences
• Communicate with employees and people managers to respond, interpret, and monitor compliance with policies and procedures and make recommendations on employment matters
• Provide guidance to managers to identify appropriate courses of action to resolve performance and behavioral issues within established guidelines and consistently across the organization
• Conduct, plan, organize, and lead investigations, including conducting interviews, site visits as needed, creating investigation plans and recommending outcomes
• Act as a neutral party, and advocate for a balanced perspective and outcome
• Participate in highly complex, high risk or highly sensitive ER cases, partnering with HRBPs and business leaders.
•  Serve as an employee relations and compliance expert, providing guidance on escalations from assigned team members, legal department, and HRBPs
• Track and analyze ER trends, build ER dashboard models, diagnose root causes and develop recommendations for corrective strategies and other proactive initiatives.

To be considered for this role, you should have the following qualifications and experience:

• Bachelor's degree or equivalent and relevant formal academic / vocational qualification.
• Previous experience that provides the knowledge, skills, and abilities to perform the job (comparable to 5+ years’) or equivalent combination of education, training, & experience.

Knowledge, Skills and Abilities:

• Proficiency in Microsoft Office programs
• Demonstrated project leadership and consultancy skills with ability to function as an effective and respected partner to internal clients
• Comprehensive knowledge of employment laws, principles and best practices
• Strong ability to apply advanced knowledge, skills, and expertise to analysis
• Good business acumen with ability to understand complex organizational structures and environments
• Ability to work with ambiguity and complexity
• Demonstrates executive presence and good presentation skills
• Strong ability to influence at all levels of the organization
• Fluent English