Experienced HR Professional responsible for enterprise management of Employee Relations activities to support all business units, subsidiaries, contractors and acquisitions within the US and globally, where applicable, to ensure Employee Relations issues are handled promptly and thoroughly reducing regulatory, legal and reputational risk to the enterprise. Effectively manages a large volume of complex Employee Relations Investigations and highly confidential and sensitive performance and policy work.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Following is a summary of the essential functions for this job. Other duties may be performed, both major and minor, which are not mentioned below. Specific activities may change from time to time.

1. Conducts high volumes of complex investigatory work in highly regulated Complaint matters regulated by the DOL, DOJ, OSHA, EEOC, FDIC, and others.

2. Consults with key partners in Legal, AML/BSA, Corporate Security, Audit, Risk and Compliance to ensure effective delivery and proactive engagement of Employee Relations expertise.

3. Consults with senior leaders on highly complex and sensitive teammate or management-related issues, providing guidance on appropriate action or remedies.

4. Employs multifaceted independent judgment in the construction of investigation strategies, risk mitigation activities and regulatory practice compliance.

5. Collects and synthesizes information obtained through research to conduct a thorough analysis of facts, accurately assesses complex and conflicting information to draw a conclusion that is logical, defensible, and in alignment with the company’s tolerance for risk.

6. Participates in litigation activities in support of enterprise defense strategies related to employment litigation and delivers business unit consultation on employee relations metrics & analytics.

7. Delivers comprehensive and ongoing training for managers in the area of performance management, interprets and applies enterprise policies for all teammate populations,

8. Supports risk-related projects such as audits, third party inquiries, legal and regulatory requests.

9. Consults on and authorizes all involuntary terminations, which include identifying and evaluating potential risk factors before such action is taken.

10. Recommends best practices to improve processes or services, based on trends identified during case engagement while applying knowledge and understanding of how the organization operates to solve technical, operational and business problems.

11. Participates in onboarding and peer review of other Employee Relations Managers.

QUALIFICATIONS

Required Qualifications:

The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. 5 years of progressive experience in areas such as human relations, conflict resolution, complaint investigations, employee compensation/benefits, HR Business Partner consultation, or comparable leadership or management experience

2. Bachelor’s degree or equivalent education and related training

3. Proven ability to analyze risk and initiate sound resolution to issues with policy, regulatory, or legal implications

4. Strong communication and analytical skills to resolve complex HR issues for various audiences and levels within the organization

5. Well-developed conflict resolution and risk management skills with ability to influence outcomes

6. Demonstrated proficiency in Word, Excel, PowerPoint and other basic office applications

Preferred Qualifications:

1. Demonstrated specialized experience in Employee Relations roles

2. Professional experience in a mid to large size organization

3. Experience using employee relations case management systems and other standard technological applications

4. Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification