Job Summary:

• Develop, build and implement best-in-class ER policies and procedures.
• Ensure consistent application of policies and procedures in guiding, consulting or reviewing complex ER concerns while leveraging the expertise of other stakeholders.
• Take the lead on investigating highly sensitive ER issues, and make objective recommendations based on findings. 
• Conducting investigative interviews resulting from any ER issues/complaints, and collecting and maintaining evidence and interview notes, and preparing an investigation report.
• Formally respond to sensitive concerns and allegations by internal processes and/or external agencies.
• Act as the advocate for ER with a focus on enhancing the awareness and practices of leaders and managers.
• Act as the People Team leads in partnership with the People Business Partners for any reorgs that occur within the Company.
• Collaborate and consult on the design and delivery of ER programs and training with Legal and the COEs to deliver effective solutions.
• Guide and coach People Business Partners and managers on how to appropriately manage and resolve complex ER issues.
• Partner with team members throughout the People organization to communicate and educate on policies, procedures, and compliance.
• Develop and monitor regular and ad-hoc reports to ensure ER metrics are quantified and outcome-driven. 
• Able to identify trends and proactively recommend solutions to improve performance, retention, and employee experience.
• Provide consultative support and guidance to managers on the implementation/execution of core People programs.
• Leverage best practices and identify opportunities for efficiencies.
• Understand the client groups, strategy, challenges, business initiatives and business model.

Skills on Resume:

• Policy Development (Hard Skills)
• Investigation Skills (Hard Skills)
• Coaching and Support (Soft Skills)
• Collaboration (Soft Skills)
• Data-Driven Insights (Hard Skills)
• Change Leadership (Soft Skills)
• Consultative Guidance (Soft Skills)
• Problem-Solving (Soft Skills)

Job Summary:

• Handles issues and applies objective judgment - pivoting between the employees and the business perspective to come to the best resolution for the organization and with an awareness of when to escalate up
• Oversees grievance escalation process and conducts exit interviews
• Provide oversight and guidance to local India HR Business partner team on all types of progressive discipline, performance review disputes and terminations. 
• Ensuring consistent approach and documentation
• Partner with Compliance on any hotline cases or code of conduct issues that occur
• Manages India employee relations issues and develops programs to address areas of concern or educates on existing corporate programs
• Serves as liaison with the employment law team internal or external on terminations for performance or role eliminations.
• Researches employee relations developments and regulatory landscape and forecasts impact to Mastercard HR policies and practices
• May represent Mastercard in legal issues with the partnership of internal or external council in India
• Coordinates planning with HRBPs, COEs and management to design and implement employee relations strategies
• Keep abreast of new technologies and cascade knowledge to other key team members
• Attend required training and encourage team to attend professional development opportunities to stay current on industry trends
• Continuously re-assess and re-tool skills to meet market demands
• Ensures that legal and regulatory requirements are met in terms of employee relations to minimize exposure to liability for the organization.
• Formulates procedures for supervisors, in alignment with the University's vision, mission, core values, CBA's policies, procedures, as well as federal, state, and local laws.

Skills on Resume:

• Objective Judgement (Soft Skills)
• Grievance Management (Hard Skills)
• Discipline Oversight (Hard Skills)
• Compliance Collaboration (Hard Skills)
• Program Management (Hard Skills)
• Legal Liaison (Hard Skills)
• Employee Relations Research (Hard Skills)
• Regulatory Compliance (Hard Skills)

Job Summary:

• Define and set the HR Employee Relations global vision and roadmap with key internal partners.
• Drive new implementation, or improvement/replacements of existing employee relations solutions aligned with enabling Micron’s HR mission
• Establish globally aligned ER processes, such as separation and restructuring processes
• Inspire, lead, and mentor a global ER team who is driving innovation to helping solve business and team member problems and ensuring accountability to both results and behaviors.
• Manage Employee Relations processes, including separations, severance/ unemployment, and restructuring activities
• Create and maintain networks with global counterparts, team members, and other officials, such as governmental organizations and unions
• Effectively communicate a shared vision of Employee Relations in alignment with company direction
• Ensure that the Employee Relations team provides best-in-class performance and significantly contributes to an outstanding team member experience globally
• Collaborate with decision-makers and HR business partners on critical elements of compliance and investigation outcomes
• Create and manage Team Member Handbooks or Rules of Employment and related documentation to ensure regional sites are following Corporate standards set forth for creating, editing and publishing these documents
• Administer global employee relations program which addresses consistent application of human resources policies, including progressive discipline and termination issues.
• Stay current (personally and through the development of team) with HR trends, employment law and diversity and inclusion landscapes
• Work directly with internal and external partners to ensure a respectful workplace

Skills on Resume:

• Vision and Strategy Development (Hard Skills)
• ER Solution Implementation (Hard Skills)
• Process Standardization (Hard Skills)
• Leadership and Mentorship (Soft Skills)
• Employee Relations Management (Hard Skills)
• Networking (Soft Skills)
• Communication (Soft Skills)
• Policy Administration (Hard Skills) 

Job Summary:

• Advise management on matters related to the administration of employee discipline or grievance procedures. 
• Train managers on topics related to labor relations. 
• Mediate conflicts between management and employee representatives in an effort to reconcile disagreements. 
• Attend meetings with employee representatives. 
• Assist with presenting the company's position during arbitration or other labor negotiations.
• Ensure compliance with federal state and local legal standards relating to labor and employment issues. 
• Ensure that all Bright Horizons’ policies and procedures are followed and that employees are treated fairly and consistently within company policies. 
• Respond to employee relations issues with a sense of urgency and work to see that they are resolved promptly.
• Train organizational leaders on labor and employment issues, and assist HR Business Partners with responding to those issues. 
• Assist managers with developing interventions, performance improvement strategies, and compensation analysis to promote positive employee relations. 
• Plan and implement strategies requiring in-depth knowledge of human resources principles, legal precedents and company practices
• Be available by phone and email support to centers within assigned regions. 
• Educate directors and regional managers about employee relations practices, and address potential problem areas. 
• Provide support, training and advice to directors on labor and employment issues. 
• Complete other projects for the human resources department.

Skills on Resume:

• Discipline Management (Hard Skills)
• Relations Training (Hard Skills)
• Conflict Mediation (Soft Skills)
• Arbitration Support (Hard Skills)
• Legal Compliance (Hard Skills)
• Policy Adherence (Hard Skills)
• Relations Responsiveness (Soft Skills)
• Relations Education (Soft Skills)

Job Summary:

• Learning and Organizational Development
• Hiring associates, supervising activities, addressing performance and partnering on career development
• Responding to and addressing issues and concerns raised by the unit's associates
• Developing and conducting annual performance reviews
• Providing advice and counsel to two teams of HR professionals
• Assigning and reviewing the work and special projects assigned to the associates
• Leading or serving on committees including HR employees and others to address campus/area concerns
• Developing meaningful and creative metrics to measure effectiveness
• Align HR strategy with campus strategic vision
• Employee Relations Management
• Providing advice and counsel regarding campus policies and procedures
• Assisting leadership involved with employee relations concerns
• Assisting employees with conflicts between themselves and other employees and/or management
• Providing assistance and guidance to management should a reduction in force or the elimination of externally funded positions become necessary

Skills on Resume:

• Organizational Development (Hard Skills)
• Hiring Supervising (Hard Skills)
• Issue Resolution (Soft Skills)
• Review Management (Hard Skills)
• Team Leadership (Soft Skills)
• Committee Leadership (Soft Skills)
• Metrics Development (Hard Skills)
• Relations Management (Soft Skills)

Job Summary:

• Manage employment investigative processes and resolve employee relations problems via investigative processes.
• Analyze and review the policies and processes and keep abreast with the changing employment law landscape
• Manage HR process audits & compliance related aspects
• Manage Performance cases and POSH-related cases
• Manage employee-related disciplinary proceedings, grievances and legal issues
• Collaborate with HRBPs to resolve all employee disciplinary issues in accordance with defined policies (integrity issues, sexual harassment, insubordination, falsification of documents, performance improvement plans etc.)
• Manage grievance redressal mechanisms as per the company policies and also define and review existing policies to keep them updated
• Manage deployment of training programs for HR teams, line managers for Prevention of sexual harassment, code of conduct and other policies to enhance the ER know-how and competency levels in the organization
• Manage awareness programs/trainings being conducted at sites as per a defined timeline
• Analyze data on training programs and all compliance-related data
• Building the overarching global framework for employee relations function that encompasses governance, success measurements, process and controls
• Working closely with the Legal team to respond to risks, including interpretation and application of employee regulations
• Providing guidance and support on escalations received from the Employee Relations team and HR Business Partners
• Measuring team’s impact through key success metrics and identifying and addressing emerging issues through trend analysis
• Developing management’s knowledge and proficiency around basic employee performance skills that enable performance improvement and conflict resolution

Skills on Resume:

• Investigative Process Management (Hard Skills)
• Employment Law Knowledge (Hard Skills)
• HR Compliance Management (Hard Skills)
• Disciplinary Case Management (Hard Skills)
• Collaboration with HRBPs (Soft Skills)
• Training Program Management (Hard Skills)
• Data Analysis (Hard Skills)
• Global Framework Development (Hard Skills)

Job Summary:

• Manage conflict to find common ground while valuing inclusion and different perspectives. 
• Demonstrates the knowledge and skills to deliver effective leadership, strategic direction, performance management, communication, relationship building, decision-making, and influence management as a senior leader of the Human Resources Team. 
• Provides mentoring and guidance necessary to build, develop and sustain a high-performance culture within the HR function and across the enterprise. 
• Keen focus on mitigating the potential impact of employee relations issues and creating alignment, consistency and accountability in the management of employee relations and employee engagement initiatives. 
• Reports to the Vice President of Human Resources – Shared Services & Business Partnership, who, in turn, reports to the EVP, Chief Human Resources Officer.
• Provide Employee Relations support, thought partnership, and coaching for all employees and levels of management in the organization.
• Assess different types of risk and bring creative and effective ideas and solutions to a growing organization.
• Integrate and partner with HR colleagues in the HR Business Partner, Legal, Audit, Learning & Development, and HR Programs teams to implement solutions and help achieve business results.
• Give guidance, coaching and consultation to leaders on day-to-day people management matters, and workplace disputes and identify solutions to ensure risk mitigation and consistent application of policies and practices.
• Conduct complex investigations and provide timely, objective recommendations and mediate solutions.
• Provide advice on interpreting HR policies and procedures aligned with business and human capitol strategy and employee experience and culture goals and standards.
• Lead the modification and creation of policies aligned to competitive best practices to achieve desired behaviors and business goals.
• Oversee, manage, and implement separation process including notification, outplacement, and off-boarding through resolution.
• Utilize reports and dashboards and employee relations experiences to inform business leaders on trends and workforce insights on talent retention and employee engagement.
• Provide rigorous data analysis and reporting solutions based on business needs, highlighting key trends in employee relations to actively drive proactive solutions to minimize reactive work.
• Play a lead role in change management activities associated with organizational/directional changes by developing and implementing change management strategies. 
• Use knowledge of internal networks to ensure changes are adopted and integrated.

Skills on Resume:

• Conflict Resolution (Soft Skills)
• Strategic Direction (Soft Skills)
• Mentoring Guidance (Soft Skills)
• Employee Engagement (Hard Skills)
• Relations Support (Soft Skills)
• Risk Mitigation (Hard Skills)
• Policy Development (Hard Skills)
• Data Reporting (Hard Skills)

Job Summary:

• Participate in executing the Company’s strategies, initiatives, and programs that create a high-performance culture.
• Developing and implementing best consultative practices in executive coaching, enhancing leader capability, and performance management.
• Provide strategic guidance around HR activities to mitigate risk and optimize resources.
• Work closely and collaboratively with business leaders, Director peers, and Senior Director to manage complicated employee relations issues, resolve employee complaints, and complete a wide variety of HR generalist initiatives.
• Serve as the strategic consultant for the organization’s activities and processes for employee relations, retention, and compliance.
• Ensure that the organization’s employment practices are in compliance with Greystar’s policies and procedures, and guide employee relations activities to assist leaders, managers, and team members in resolving issues.
• Provide appropriate coaching and development feedback to managers and employees.
• Provide rigorous data analysis and reporting solutions based on business needs.
• Integrate and partner with fellow Directors, the Legal team, and the Senior Director to implement consistent, best-in-class solutions.
• Work with the business on highlighting key trends in employee relations case law and actively driving training, systems, and process improvement.
• Conducting pre-termination hearings and/or employee grievances
• Responding to 946-CARE calls by referring the employee to the appropriate resources or requesting a review of the situation be the CARE committee
• Meeting with and conducting monthly Employee Relations Committee meetings to respond to concerns and provide pertinent and up-to-date information
• Conducting investigations of employee or management concerns 
• Interviews affected employees, analyzes responses, summarizes findings, develops recommendations and presents results summary and recommendations to the appropriate administrator(s)

Skills on Resume:

• Strategic Guidance (Hard Skills)
• Executive Coaching (Soft Skills)
• Risk Mitigation (Hard Skills)
• Relations Management (Soft Skills)
• Practices Compliance (Hard Skills)
• Development Feedback (Soft Skills)
• Data Reporting (Hard Skills)
• Investigation Reporting (Hard Skills)

Job Summary:

• Lead and grew a high-performing employee relations team
• Ensure high levels of collaboration between various HR functions including the Global HRBPs and COE stakeholders
• Coach and enable front-line leaders to address employee needs, and advise business leaders on the resolution of local/current talent concerns, consulting on a wide range of compliance, cultural, legal, and ethical issues
• Support performance improvement activity across the region, to drive a high-performance culture
• Understand and interpret legislative changes and practices, proactively shares relevant insights and impacts to the business. 
• Recommend policy changes
• Oversee workplace investigations and resolutions to employee concerns and policy violations, working with Legal and other functional stakeholders
• Create, maintain and execute an employee relations strategic and operational plan aimed at scaling for continued future growth
• Develop and execute a plan to scale to a fully global centralized employee relations model
• Balance various organizational priorities including culture, risk mitigation, cost management, organizational growth and achievement of business goals
• Review and understand talent metrics to support proactive approaches to employee relations
• Establish and maintain credibility throughout the organization and ensure strict adherence to confidentiality and sensitivity in handling all aspects of private data across the HR team
• Act as a regional SME to COE groups to support corporate program creation and roll-out
• Evaluate and advise on the local impact of new global programs/strategies

Skills on Resume:

• Team Leadership (Soft Skills)
• Collaboration (Soft Skills)
• Coaching (Soft Skills)
• Performance Management (Hard Skills)
• Legislative Insight (Hard Skills)
• Workplace Investigations (Hard Skills)
• Strategic Planning (Hard Skills)
• Talent Metrics Analysis (Hard Skills) 

Job Summary:

• Managing a range of activities related to employee/labor relations in a complex and unionized organization. 
• Strategizes, directs and coordinates employee relations programs and functions in accordance with needs assessments as well as sound administrative practices consistent with the organization's mission, values, and goals. 
• Ensures the organization establishes and adheres to HR policies, procedures and practices that promote fairness and consistency, comply with the Collective Bargaining Agreement and all relevant employment laws, and regulations, and promote the organization culture.
• Assist and advise managers on labor matters and specific performance issues
• Assist managers in interpreting the collective bargaining agreement ensuring agreement is carried out
• Administer and manage a fair and consistent employee performance management process
• Administer and manage all disciplinary systems and processes
• Administer union grievance and arbitration procedures and represent management in grievance meetings and arbitration hearings
• Ensure compliance with federal, state, and City employment and discrimination laws and labor-related regulations
• Conduct training to ensure managers comply with and have knowledge and understanding of policies and procedures
• Investigate and respond to employee concerns including all formal and informal complaints
• Participate in collective bargaining negotiations
• Respond to all unemployment claims and participate in Department of Labor hearings
• Develop and manage employee recognition programs

Skills on Resume:

• Labor Relations (Hard Skills)
• Program Coordination (Hard Skills)
• Compliance Oversight (Hard Skills)
• Matter Consultation (Soft Skills)
• Performance Management (Hard Skills)
• Disciplinary Management (Hard Skills)
• Grievance Arbitration (Hard Skills)
• Training Development (Hard Skills)

Job Summary:

• Oversees a broad range of employee and organization-focused activities such as performance management, management consultation, employee relations, cultivating Chapman's Employee Value Proposition across the campus, complaint resolution, grievance administration, employment/workforce legal compliance, compensation and benefits.
• Quickly gain and stay abreast of a thorough knowledge of the organization's policies and procedures relating to budget and HR-related matters.
• Audit existing processes and workflows, augment, streamline and refine by new policies, laws, workforce and employment initiatives.
• Utilize change management expertise to design and implement new strategies and systems utilizing people, processes, partners and tools
• Use effective decision-making, problem-solving, critical thinking, project and initiative management and organizational leadership skills.
• Exhibit superior communication skills (verbal, written, one-on-one, groups)
• Promote positive employee development and performance management methods and strategies.
• Identifying efficiencies and program enhancements
• Developing and implementing strategic direction for the area
• Act as a key member of the Retention and Recruitment Committee
• Coordinate agency-wide events, including holiday parties and employee recognition events
• Manage any special projects and programs
• Prepare any needed documents, reports and presentations

Skills on Resume:

• Employee Relations (Hard Skills)
• Policy Knowledge (Hard Skills)
• Process Improvement (Hard Skills)
• Change Management (Hard Skills)
• Decision-Making (Soft Skills)
• Communication (Soft Skills)
• Employee Development (Soft Skills)
• Project Management (Hard Skills)

Job Summary:

• Provides leadership and counsel to managers and employees regarding the interpretation and application of the collective agreements as well as the intent, application and compliance of requirements of labour and regulatory laws.
• Develops appropriate labour strategies, policies and guidelines that are consistent with the legislative requirements, collective agreements and Terms and Conditions, which support the college’s short and long-term direction.
• Provides expertise and advice on complaints/grievances, arbitrations, discipline, suspensions, terminations and workload processes.
• Acts as a Management representative on Union/College Committees.
• Represents the College in contacts with outside agencies such as the Council, Ontario Labour Relations Board, Ontario Human Rights Commission, etc…
• Coaches/advises work unit and/or employees in investigating and resolving conflicts between managers and staff or with the union locals which may involve chairing meetings between the parties concerned.
• Contributes to the development of departmental goals and objectives and establishing internal policies and procedures.
• Directs, monitors and evaluates activities of direct reports, while providing guidance to enhance skills to proactively respond to issues as well as overseeing projects led by them.
• Ensures the departmental budget is used effectively by optimal use of human, fiscal and physical resources within the department.
• Ensures awareness of workplace trends, best practices and significant issues related to the service portfolio and provides advice to the Vice Presidents and senior management.
• Disseminate information to staff on relevant arbitration and court decisions, changes to employment law, etc.

Skills on Resume:

• Labour Law Interpretation (Hard Skills)
• Strategy Development (Hard Skills)
• Disciplinary Management (Hard Skills)
• Union Representation (Hard Skills)
• External Representation (Hard Skills)
• Conflict Mediation (Soft Skills)
• Policy Development (Hard Skills)
• Budget Management (Hard Skills)

Job Summary:

• Lead and manage the Employee Relations process as well as provide support to the Field HRBP and HR Associate team in the area of labor and employee relations as well as provide guidance, assistance, and recommendations
• Lead employee relations issues including meeting with Managers, Senior Managers, and Directors to gather information, conduct investigations, review and analyze data, recommend appropriate action and draft disciplinary actions
• Act as a liaison between managers and employees regarding performance issues
• Conduct investigations and advise on employee complaints and grievances (e.g., discrimination, harassment, sexual harassment, retaliation)
• Draft clear and meaningful reports at the conclusion of investigations
• Promote knowledge, understanding, and compliance with regard to Company policy and relevant employment laws through coaching, presentations, and training
• Act as a resource, and mentor, and serve as a point of contact and escalation to Employee Relations concerns
• Serve as a point of contact and escalation to investigate highly sensitive employee relations issues
• Train and coach new Field HR Associate team members on Company’s and HR’s policy and processes
• Interact and work with team members outside of the Employee Relations team, such as Payroll, Benefits, Recruiting groups
• Assist with other various HR events and projects

Skills on Resume:

• Relations Management (Hard Skills)
• Data Analysis (Hard Skills)
• Action Drafting (Hard Skills)
• Liaison Communication (Soft Skills)
• Complaint Resolution (Hard Skills)
• Compliance Training (Hard Skills)
• Mentorship Coaching (Soft Skills)
• Departmental Collaboration (Soft Skills)

Job Summary:

• Build & optimize a robust employee relation function (i.e. investigations, PIP, severance processes)
• Research and explain laws and legal affairs concerning employment to managers, supervisors, and employees
• Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. 
• Develop further training in partnership with L&D
• Uses surveys, interviews, and other studies to conduct research regarding human resource policies, compensation, and other employment issues. 
• After analyzing the information, make recommendations on changes
• Represents the organization in contract negotiations, meetings, and negotiations.
• Collaborates with legal counsel and departments in the preparation for and participation in negotiation with employees & contractors
• Oversee and manage statutory compliance-related programs such as Affirmative Action Plans, EEO-1, DFEH Pay Data and VETS reporting, OFCCP and HIPAA compliance, document retention matters, etc
• Responsible for managing compliance matters for the remote workforce (including but not limited to staying compliant with local payroll, tax, and employment laws in each location)
• Provide management support and oversight for the global company policies, as well as regulatory questions at the country, state, local and federal levels
• Provide project support to improve companies' processes, policies, or procedures
• Responsible for the development of project plans related to Audit Support. (i.e. Act as the primary point of contact to gather all of the relevant information/material for various diligence and audit requests.)
• Provide counseling and support on corporate policies and benefit programs

Skills on Resume:

• Function Management (Hard Skills)
• Legal Research (Hard Skills)
• Supervisor Training (Soft Skills)
• Training Development (Hard Skills)
• Data Recommendations (Hard Skills)
• Contract Negotiation (Hard Skills)
• Compliance Management (Hard Skills)
• Process Improvement (Hard Skills)

Job Summary:

• Understanding of employment legislation and regulations along with experience with dispute management will be essential in this role
• Implementation and ownership of key control areas, including a Conflict of Interest Register, Incident Register, Employee Handbook and the Code of Conduct
• Leadership of governance, compliance and risk in all areas of Employee relations
• Creation and management of key documentation, e.g. Separation & Release Agreements
• Provide support for cases referred to legal proceedings and the relevant state Anti-Discrimination Boards
• Support the due diligence process during acquisitions
• In partnership with the People and Culture team, review/ create internal tools and processes e.g., investigations, disciplinaries, exits
• Update, relaunch, and review the incident register developing tools/ training
• Creation, maintenance and provision of civility and employee relations training
• Internal governance and collaboration with compliance, legal, privacy and quality departments
• Annual checks on Code of Conduct with Compliance, conflict of interest sign off annually

Skills on Resume: 

• Employee Relations Leadership (Soft Skills)
• Employment Legislation Knowledge (Hard Skills)
• Compliance Management (Hard Skills)
• Governance Oversight (Hard Skills)
• Documentation Management (Hard Skills)
• Legal Support (Hard Skills)
• Due Diligence Support (Hard Skills)
• Training Development (Hard Skills)