Job Summary:

• Exemplifies the desired culture and philosophies of the organization
• Works effectively as a team member with employees, management and the human resources staff
• Distributes Separation Agreements to all appropriate parties and verifies that salary continuation payments have been made.
• Assists in the preparation of proposals for collective bargaining negotiations.
• Prepares side agreements and obtains signatures, ensures that all terms and conditions of agreements are either implemented or that appropriate parties receive copies to ensure implementation of terms and conditions.
• Coordinates union membership status including monitoring of requests by unions regarding dues/agency fee payments, and responds to requests by unions to issue individual notices to members concerning pending termination for non-compliance with CBA's as related to payment of dues as a condition of employment.
• Provides support in lay-off process including taking a leading role in the preparation of notices and/or separation agreements, coordination of COBRA notices to be included in packets, as well as other relevant information
• Ensures that severance pay schedules are complete, accurate and submitted to payroll in a timely manner to ensure that effected employees receive payments as soon as possible.
• Support the ER Lead in delivering a proactive and efficient ER function.
• Provide ER law expertise, providing advice to HR colleagues and line managers on all ER issues, and HR policy and procedures, to ensure consistency across the firm.
• Deliver a consistent, knowledgeable and professional service in areas including disciplinary, grievance, probation, performance, dignity at work, long term sick leave etc
• Ensuring all such matters are dealt with in line with policy, best practice and legislative requirements to mitigate risk.
• Providing guidance and coaching to junior members of ER team in dealing with people issues.
• Participate in the identification and delivery of ER projects to improve the policy framework, increase knowledge within the firm and expand ER capability within the team.

Skills on Resume: 

• Employee Relations Expertise (Hard Skills)
• Team Collaboration (Soft Skills)
• Negotiation (Soft Skills)
• Document Management (Hard Skills)
• Coaching (Soft Skills)
• Communication (Soft Skills)
• Project Management (Hard Skills)
• Risk Management (Hard Skills)

Job Summary:

• Consult with and advise managers and HR staff on ER issues. 
• Takes lead on those issues that are highly complex or present significant risk
• Work with employees and managers to understand perspectives and to guide toward resolution of conflict or issues
• Consult on difficult or complex Performance Management issues, including PIPs, exit strategies and involuntary separations
• Facilitate the resolution of escalated Leave of Absence employment decisions and requests for workplace accommodations by facilitating and influencing discussions with manager, employee, Legal and Benefits
• Assist and consult to the HRBP community with regard to position elimination activities
• Coordinate approved business cases with aligned HRBP and the HR Operations team to ensure a seamless process for affected employees and “survivor” managers and employees
• Utilize Case Management tools to document and effectively manage ER investigations and mitigate risk
• Provide input and insight on engagement efforts and remedies
• Liaise and partner with Legal on high level, high risk, or highly complex issues and resolution
• Lead or assist in the creation and refinement of company-wide HR policies, collaborate and consult on non-HR policies
• Coach, mentor and train less experienced staff members
• Establish the HR next model in partnership with ER Team to help create centralized ER function
• Participate in project work that supports the ER COE, the HR team, or other functions

Skills on Resume:

• Employee Relations Consultation (Soft Skills)
• Risk Management (Hard Skills)
• Conflict Resolution (Soft Skills)
• Performance Management (Hard Skills)
• Leave Management (Hard Skills)
• Case Management (Hard Skills)
• Policy Development (Hard Skills)
• Coaching (Soft Skills)

Job Summary:

• Develops departmental goals, objectives, strategies, plans, policies and budgets for all areas of accountability, and provides area-specific input to the development of plans and budget for the HR Division.
• Manages delivery of general HR advisory services and support to all levels of management and staff across the TransLink enterprise
• Overseeing advice and counsel on staff planning, performance management, attendance management, workplace issues management and other employee relations matters.
• Works in partnership with other departments within Human Resources to develop programs in alignment with the Enterprise People plan and in support of business initiatives.
• Manages TransLink's labour relations function including providing leadership to TransLink-specific labour relations and input to LR/collective bargaining strategies
• Proactively identifies, evaluates and mitigates labour relations issues to avoid unnecessary escalation
• Manages the grievance process, including third party dispute resolution and ensures consistency in the application/interpretation of the collective agreement.
• Oversees and participates in the education of business leaders on labour relations matters, such as management rights, application/interpretation of the collective agreement, and best practices and approach on labour relations issues.
• Develops and maintains critical relationships with union leaders and representatives, and engages in dialogue at critical intervals to resolve day-to-day labour relations issues.
• Manages the TransLink enterprise corporate wellness program including developing wellness strategy and overseeing development and implementation of related initiatives.
• Partner with Heads of HR, HR Managers and Senior Operational Management to provide counsel and ER guidance that supports the Company in establishing and maintaining programmes that promote employment practices that balance best practice and commercial need, in a common-sense way.
• Ensure HR Business Partners receive employee relations support and guidance, 
• Looking for opportunities to improve ER application and capability across total operations and Hr shared service.
• Develop and deliver training to meet the needs of the audience i.e. delivery of ER workshops, design and support delivery of developmental sessions at Regional meetings to communicate changes to Policy, case law changes, legislation updates, process improvements to ensure improved awareness within all relevant areas of the business.

Skills on Resume:

• Strategic Planning (Hard Skills)
• HR Advisory Services (Soft Skills)
• Labour Relations Management (Hard Skills)
• Grievance Management (Hard Skills)
• Relationship Building (Soft Skills)
• Wellness Program Management (Hard Skills)
• Employee Relations Support (Soft Skills)
• Training and Development (Hard Skills)

Job Summary:

• Proactively oversee and manage end to end complex employee relations cases, coaching HR and business leaders on how to address such people issues.
• Cultivating effective working relationships with the business by advising business leaders on people-management and employee relations issues, equipping them to effectively manage in the future.
• Line managing and provide support and guidance to the ER Adviser, developing skills whilst monitoring the overall case load and its effective delivery, ensuring consistency in line with legal requirements.
• Partnering with in-house Employment Lawyer on ER processes and establish overall lines of authority to act.
• Seek guidance from in-house Employment Lawyer and external solicitors for individual case work.
• Partnering with the Benefits Team in the application of Benefits for Group Income Protection, Group Critical Illness and Life Assurance claims. 
• Instruct Payroll on a monthly basis for long-term sick and active PHI claims.
• Creating and maintaining all ER-related letter templates and processes including the drafting of Settlement Agreements and responding to legal advisor queries.
• Partnering with Legal and Compliance to update the local HR Handbook.
• Working in close partnership with HR Managers to effectively communicate the progress of casework within business groups, agreeing on appropriate handoffs and follow-ups. 
• Work in partnership with Legal, Compliance and Internal Audit to ensure timely and accurate reporting for AXA Group and SMCR Regs.
• Ensuring the HR community is kept up to date on upcoming legislative changes and that these are incorporated into the local HR Handbook.
• Ensuring that all ER policies are kept up to date and that these policies are effectively in place, maintained and communicated appropriately to all managers and colleagues alike.
• Proactively establish, monitor and effectively communicate ER trends from ER data and conduct root cause analysis, in conjunction with the wider business partner community.

Skills on Resume:

• Case Management (Hard Skills)
• Relationship Building (Soft Skills)
• People Management (Soft Skills)
• Legal Compliance (Hard Skills)
• Benefits Administration (Hard Skills)
• Policy Development (Hard Skills)
• Legislative Knowledge (Hard Skills)
• Data Analysis (Hard Skills)

Job Summary:

• Corrective actions, conflict cases, investigations involving harassment, retaliation, or discrimination claims, coaching, performance management, and/or other associate relations policy questions.
• Provides leadership, advice, guidance, coaching, and training to the team, and champions the career development of team members
• Manages escalated cases and facilitates triage intake to ensure timely and effective case management.
• Collaborates with human resource business partners to drive integrated human resource support to the business and partners with the legal team to address compliance or legal issues.
• Assess ER tools and provide insight and support to the Senior HR Managers to influence the development of fit-for-purpose training interventions/ tools to promote greater understanding and capability in ER and people management.
• Provision of responsive ER support nationally across PI&R.
• Provide specialist advice and contribute to business projects that support strategic initiatives including restructures, redundancies and TUPE.
• Supporting the Employee Representative Body, ensuring social dialogue remains open and positive. 
• Acting as Lead HR Representative in any Collective Consultations with the ERB.
• Internally leading equal pay reviews and liaising with the Compensation Team and Legal, providing an outcome and any recommendations. 
• Highlighting and potential risks and corrective action.
• Coordinating Employee Data Subject Access Requests, ensuring timely responses and adherence to ICO guidelines.
• Advise, guide, and provide support to employees and leaders in human resources-related activities including employee relations, documentation, performance management, and policy interpretation.
• Respond to complex employee relations issues, such as harassment allegations, and work effectively with employees and management to address and resolve issues that require a high degree of judgment and decision-making.
• Manages the process for the resolution of employee grievances and progressive disciplinary action.

Skills on Resume:

• Case Management (Hard Skills)
• Leadership (Soft Skills)
• Conflict Resolution (Soft Skills)
• Legal Compliance (Hard Skills)
• Training Development (Hard Skills)
• Strategic Advice (Soft Skills)
• Data Management (Hard Skills)
• Grievance Management (Hard Skills)

Job Summary:

• Drive the development and establishment of the ER department for Essilor of America, creating Standard Operating Procedures (SOPs) and best practices for the function.
• Oversee and support the day-to-day operations of various ER programs and initiatives, inclusive of conducting highly complex employee investigations and reviewing the overall accuracy and completeness of department investigations.
• Design and execute the employee exit interview process. 
• Analyze feedback from employee exit interviews, determine trends and recommend appropriate actions.
• Monitor the performance and effectiveness of the ER program on a regular basis
• Collect and analyze key metrics with periodic reporting to the Senior Management Team.
• Increase awareness among employees of ethics and compliance related to HR policies, processes, and best practices to address the resolution of ER-related issues and drive a culture of positive ER.
• Partner with the CHRO & HR Leadership Team in developing and implementing a risk-based HR audit plan for the evaluation of the adequacy and effectiveness of the department’s policies and procedures and provide a road map for necessary changes.
• Manage the integration of ER programs with newly acquired businesses.
• Coordinate responses with HR Leadership, General Counsel and outside legal representatives on employment-related complaints filed with state and federal agencies.
• Partner with Legal on the development and revision of policies and procedures.
• Ensure consistent application of hospital policies and procedures regarding ADA, EEOC, disciplinary matters and recommend changes to policies and procedures.
• Anticipate, identify, intervene, and resolve issues. 
• Conduct investigations of employee concerns and issues and ensure timely and responsible resolution.
• Maintain good communication and positive relationships with employees to promote employee satisfaction and ensure a positive working environment.
• Conduct presentations to management and executive staff

Skills on Resume:

• SOP Development (Hard Skills)
• Investigation Management (Hard Skills)
• Data Analysis (Hard Skills)
• Employee Engagement (Soft Skills)
• HR Audit Planning (Hard Skills)
• Legal Compliance (Hard Skills)
• Policy Development (Hard Skills)
• Relationship Building (Soft Skills)

Job Summary:

• Act as the primary point of contact for HR Business Partners to provide advice and counsel for employee relations issues.
• End-to-end management of Tier 2 employee relations and compliance issues, consistent approach and solutions to mitigate risk and liability.
• Conduct internal investigations into reported allegations such as harassment, discrimination, retaliation, violations to HR policies, and other Employment and Legal matters.
• Follow best practice investigation techniques and provide timely recommendations on effective remedial action to address issues.
• Recommend appropriate level of disciplinary and/or remedial actions.
• Provide advice and guidance on matters relating to the ADA, Title VII, ADEA, FLSA, and other related Legal matters.
• Utilize tracking systems to log, track and manage cases.
• Compile and generate investigation related documentation.
• Provide timely and thorough updates to the appropriate parties.
• Comply with service level agreements.
• Collaborate with other departments and COEs
• Provide internal support to HR Centers of Knowledge
• Work with HR Business Partners to develop action plans to mitigate employee issues at the LOB level.
• Assist HR Centers of Knowledge in supporting, organizing and executing departmental projects.

Skills on Resume:

• Employee Relations Management (Hard Skills)
• Investigation Techniques (Hard Skills)
• Legal Compliance Knowledge (Hard Skills)
• Disciplinary Action Recommendations (Hard Skills)
• Tracking and Documentation (Hard Skills)
• Collaboration (Soft Skills)
• Action Plan Development (Hard Skills)
• Project Support (Soft Skills)

Job Summary:

• Serve as the first point of contact for both employees and business leaders on all employee-related matters, raising matters that pose risk to the Firm to the Employee Relations Director and/or the Senior Employee Relations Manager.
• Demonstrate a proactive approach to resolving employee issues and concerns and to identifying employee relations areas of risk to the Firm.
• Assist in the development, implementation and administration of HR policies and procedures to ensure compliance with employment laws and HR best practices.
• Assist in the review and assessment of employment practices and procedures for effectiveness and compliance.
• Respond to HR-related questions and issues from management and/or employees on such topics as policy interpretation, disability management, discipline, workforce restructures, workplace conflicts, job eliminations and other terminations to ensure accurate and consistent interpretation and application of policies and procedures and to maintain compliance with employment law and regulations.
• Provide consultation and education to managers in the performance management process, including assessing the issue, preparing performance documentation, reviewing performance appraisals and coaching managers to provide performance feedback, and counseling employees on the process.
• Ensure that all adverse job actions such as demotions, discipline and terminations are reviewed and approved by the LOB
• Partner with the Employee Relations Director and/or Senior Employee Relations Manager and legal colleagues to investigate complaints and ensure findings are documented and recommendations on remedial actions are made to management.
• Assist in the design and delivery of training to business leaders and employees on employee relations-related topics and/or facilitate the giving of such training by others.
• Partner with legal counsel and appropriate to resolve issues.
• Work with the Employee Relations Director and/or Employee Relations Senior Manager to conduct internal audits of employee relations issues to identify trends or situations that need training, counseling or policy refinements.
• Develop, modify and maintain tracking tools and reports that identify employee relations trends and issues to be addressed.
• Work with legal colleagues to gather data/information relevant to employment and discrimination claims, charges and cases.
• Conduct employee exit interviews to gather insight and intelligence on the root causes of employee dissatisfaction.

Skills on Resume:

• Employee Relations (Soft Skills)
• Risk Identification (Hard Skills)
• Policy Development (Hard Skills)
• Compliance Management (Hard Skills)
• Performance Coaching (Soft Skills)
• Investigation Documentation (Hard Skills)
• Training Education (Soft Skills)
• Data Reporting (Hard Skills)

Job Summary:

• Ensure all people policies and practices are legally compliant
• Make use of surveys, interviews, and other studies to conduct research regarding human resource policies and other employment issues. 
• Keep up to date with the latest developments in employment law across various countries and analyze the results and make recommendations on changes
• Foster and strengthen relationships with employment law specialists to be aware of evolutions and changes in the area of employment law, employee rights, etc
• Liaise with the business and research and explain employment laws (and changes to) to managers, supervisors, and employees
• Advise and train Managers and Supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances.
• Represent Catawiki in contract negotiations, meetings, and negotiations with employees and Works Councils
• Collaborate with legal counsel and departments in the preparation for and participation in negotiations with employees and Works Councils
• Analyze information and data necessary to define and discern cost and policy implications of negotiations and disputes
• Resolve employees' issues and handle complaints in an effective way
• Deal appropriately with complex cases, such as disciplinary grievances and appeals (for example, mediation or tribunal cases)
• Supporting the organisation through restructuring exercises
• Manage all absence cases in the Netherlands and internationally (Belgium, France, Italy, Spain, Germany, United Kingdom). 
• Be the main point of contact for employees related to absence and navigate them through the stages of absence by providing them with needed information and (emotional) support

Skills on Resume:

• Legal Compliance (Hard Skills)
• Research and Analysis (Hard Skills)
• Employment Law Knowledge (Hard Skills)
• Relationship Building (Soft Skills)
• Employee Relations Coaching (Soft Skills)
• Negotiation Skills (Soft Skills)
• Conflict Resolution (Soft Skills)
• Absence Management (Hard Skills)

Job Summary:

• Serves as player/coach, working own cases while serving as escalation point for ER Senior Specialists and ER Specialists
• Leads and supports Specialists in development and expertise as ER practitioners
• Determines distribution, allocation, and capacity of workload of Specialists in order to optimize resources and maximize productivity, audits case management
• Conducts investigations of potential violations of employment laws, including but not limited to Title VII, FMLA, ADA, FLSA, and NLRA
• Resolves highly complex ER cases/problems with minimal to no guidance by collecting pertinent information, analyzing findings, and applying relevant Company policies and practices to reach a conclusion.
• Provides consultation, guidance, coaching, and recommendations to senior and executive-level decision makers, HR Business Partners and HR Leadership Team members in partnership with legal on the highest risk and most complex issues.
• Demonstrates mastery in understanding leaves of absence, reasonable accommodations, and related employee actions
• Provides consultation with respect to reduction-in-force activity and associated risk
• Identifies, recommends, and oversees the implementation of appropriate actions to resolve employee concerns
• Analyzes casework trends and utilizes data to produce strategic recommendations to HR and the business and to proactively address and mitigate systemic issues through coaching, training, and/or education
• Partners in the analysis and revision of people programs, policies, and practices to sustain a positive work environment for JLL employees
• Maintains appropriate records of investigations
• Provides direction to Employee Relations Specialists and Senior Specialists regarding case management and data entry
• Represents the ER team cross-functionally and contributes to/makes decisions for the benefit of the entire ER team and JLL HR Department

Skills on Resume:

• Leadership and Coaching (Soft Skills)
• Workload Management (Hard Skills)
• Legal Compliance (Hard Skills)
• Problem Solving (Soft Skills)
• Executive Consultation (Soft Skills)
• Leave and Accommodation Management (Hard Skills)
• Data Analysis and Reporting (Hard Skills)
• Policy Development (Hard Skills)

Job Summary:

• Leads HR Compliance work
• Supports ongoing and continuous learning of direct reports through both regularly scheduled connections and spontaneous interactions
• Prepared to serve as escalation contact for direct reports’ most complex cases
• Conducts performance evaluations that are timely and constructive per JLL’s Talent Management process
• Contributes to the efforts and makes decisions related to the recruiting, hiring, and onboarding of top talent on the JLL Employee Relations team
• Ensure the correct and appropriate processing of all necessary documentation and forms for all absence cases
• Build and drive a more data driven approach to manage drivers of absence, through making use of data analytics and creating valuable insights
• Partner with the People Team and People Ops team to design and develop employee health & wellbeing initiatives to reduce and prevent absence cases
• Hold and schedule regular update calls with the key stakeholders to discuss status, progress and the best way forward for various cases of absence.
• Develops and implements employee relations strategies and broader employee engagement programs, policies, and processes well aligned with business requirements
• Build strong & strategic relationships amongst the key stakeholders (e.g., management, union, KOL employees, legal councils, government officers) allowing positive, open, and transparent interactions
• Liaises with the business leadership team on employee relations issues and collaborates with local HR Business Partners and other Centres of Excellence to ensure the initiatives have a positive impact on employee relations
• Plans and leads employee relations negotiations and activities such as collective bargaining, annual wage bargaining, LMC (Labour Management Council)
• Provides strong supports in culture changes toward a high-performing organization that requires continuous changes in employee behaviors and mindset
• Develops and conducts training to people managers and employees to update the latest information of local labor law and ensure how they can build a positive environment in employee relations

Skills on Resume:

• HR Compliance (Hard Skills)
• Leadership and Coaching (Soft Skills)
• Case Escalation Management (Hard Skills)
• Talent Management (Soft Skills)
• Absence Management (Hard Skills)
• Data Analytics and Insights (Hard Skills)
• Employee Relations Strategy (Hard Skills)
• Negotiation and Collaboration (Soft Skills) 

Job Summary:

• Manage the operations of the ER unit and actively work on improving its processes and procedures.
• Managing the review of various complaints regarding violations to QR Group HR policies and regulations, efficiently with minimal supervision.
• Acting as the central point for reviews, receiving, controlling and monitoring the timelines and quality of reviews done by the ER Specialists, ensuring a fair and standardized approach in conducting reviews.
• Acting as an impartial party to ensure fairness and transparency throughout the review process.
• Conducting reviews and gathering the information required to complete reviews that at times can be highly sensitive.
• Communicating with other departments for the purpose of review, and conducting effective formal and informal conclusive interviews.
• Presenting case overviews to stakeholders, management and peers, and proactively updating the management on major, or highly sensitive cases.
• Working closely with HR Business Partners, corporate security, corporate legal and internal audit on investigations, ethics compliance and risk management, and advising senior management on investigation outcomes and recommendations.
• Serving as a trusted advisor to senior leaders and HR on performance management, disciplinary issues, and terminations.
• Managing and coordinating compliance or any other special projects and workplace initiatives as a result of reviews, and by the HR management.
• Actively contribute to the maintenance and preparation of training courses and staff publications to reflect employee legislation, policy issues and Lloyd’s culture.
• Consider ongoing continuous improvements, with the emphasis being on enhanced customer service and liaise with market participants to share knowledge.
• Oversee and take responsibility for ER investigations within an ER framework and support Legal with the preparation of cases for employment tribunals, management committees, and work councils

Skills on Resume:

• Operations Management (Hard Skills)
• Complaint Resolution (Hard Skills)
• Process Standardization (Hard Skills)
• Impartiality Fairness (Soft Skills)
• Communication Interviewing (Soft Skills)
• Risk Management (Hard Skills)
• Performance Advising (Soft Skills)
• Training Development (Hard Skills)

Job Summary:

• Ensure the company is compliant with all local legislation regarding employee working conditions.
• Ensure and follow legal requirements and company policies.
• Maintain relations with worker's associations and unions.
• Support management to handle and prevent employee issues.
• Be informed on all external issues connected to the overall responsibility.
• Being a business partner to the organization, participating actively with ideas to enhance the customer experience.
• Actively work in line with the brand and Values within all ER focus areas to achieve the business goals.
• Engage with management and employees on advice and support in employee relations matters
• Manage all Fair Work Australia and Employee Organisation dealings and complaints
• Research, develop, implement and review all employee relations related policies and procedures
• Oversee general companywide communications and change management strategies
• Provide employee relations strategic direction throughout the company
• Provide advice, and monitor and track all immigration visas and immigration legislative changes

Skills on Resume:

• Legal Compliance (Hard Skills)
• Union and Worker Relations (Soft Skills)
• Employee Issue Prevention (Soft Skills)
• Business Partnership (Soft Skills)
• Brand Alignment (Soft Skills)
• Change Management (Hard Skills)
• Policy Development (Hard Skills)
• Visa Management (Hard Skills) 

Job Summary:

• Develop and maintain Lloyd’s HR policies, procedures and employee handbooks in support of Employer of Choice aspirations and culture
• Incorporating timely employment legislation changes and external best practices, driving consistent application of policy and procedure, and considering potential implications of any changes in advance.
• Develop and maintain ER processes and templates, incorporating policy, procedure and legislative changes, identifying efficiencies and adding commercial value.
• Take responsibility for communicating changes within HR and the business.
• Liaising with Legal and ER Partner to review and make recommendations for improvement to contractual terms and policy to ensure regulatory compliance, competitive positioning & commercial value
• Take responsibility for communicating changes within the business
• Ensure that all ER matters are progressed to resolution and are managed in a fair and consistent manner ensuring Lloyd’s reputation is positively maintained
• Working closely with internal and external employment advisors to deliver a commercial and consistent service, and minimising costs to the business
• Partner with HRBPs, wider HR team and line management, in order to advise and manage the end-to-end process on live ER issues to resolution including restructuring, redundancy, TUPE transfers, disciplinary, grievances, appeals, flexible working, absence and performance
• Tracking and reporting timescales, monitoring progress and engaging the HRBPs and Legal on key themes and risks.
• Oversee long-term sickness cases including those with PHI and IP provisions, to conclusion, focusing on enhancing line management capability in this area.
• Ensure that Lloyd’s meets its obligations to the UK Border Agency in respect of employing overseas nationals
• Analyse ER activity and produce reports with a data-led approach to identifying trends, issues and potential solutions.
• Lead on providing up-skilling for line managers, HRSS (and wider market) to equip them to be able to proactively manage some potential ER matters. 

Skills on Resume:

• Policy Development (Hard Skills)
• Employment Legislation Knowledge (Hard Skills)
• Process Improvement (Hard Skills)
• Communication (Soft Skills)
• Legal Compliance (Hard Skills)
• Employee Relations Management (Hard Skills)
• Data Analysis (Hard Skills)
• Training and Development (Soft Skills)

Job Summary:

• Manage the HR hotline team for the in-take of associate issues and complaints
• Resolves and/or transfers the case to another for resolution
• Allocate work and ensure service level agreements are met or exceeded
• Lead the centralized collection, investigation, and resolution 
• Associate and people manager issues including reporting and analysis of trends
• Partner with HR colleagues to identify and implement interventions/solutions 
• Promote a positive, healthy, and productive work environment
• Analyze information and data necessary to identify employee trends and root causes related
• Challenges with the working environment, communication, and manager relationships
• Lead the investigation and resolution of medium-impact associate complaints and assist with gathering information for other investigations
• Advise direct reports regarding how to respond to associated issues such as harassment and discrimination complaints
• Recommend performance improvement policy and process changes
• Collaborate with stakeholders on policies and communications that impact associates

Skills on Resume: 

• Team Management (Soft Skills)
• Case Resolution (Hard Skills)
• Work Allocation (Hard Skills)
• Data Analysis (Hard Skills)
• Employee Relations (Soft Skills)
• Conflict Resolution (Soft Skills)
• Policy Improvement (Hard Skills)
• Stakeholder Collaboration (Soft Skills)