Senior ER Partner

Company Description

At Intuitive, we are united behind our mission: we believe that minimally invasive care is life-enhancing care. Through ingenuity and intelligent technology, we expand the potential of physicians to heal without constraints.

As a pioneer and market leader in robotic-assisted surgery, we strive to foster an inclusive and diverse team, committed to making a difference. For more than 25 years, we have worked with hospitals and care teams around the world to help solve some of healthcare's hardest challenges and advance what is possible.

Intuitive has been built by the efforts of great people from diverse backgrounds. We believe great ideas can come from anywhere. We strive to foster an inclusive culture built around diversity of thought and mutual respect. We lead with inclusion and empower our team members to do their best work as their most authentic selves.

Passionate people who want to make a difference drive our culture. Our team members are grounded in integrity, have a strong capacity to learn, the energy to get things done, and bring diverse, real world experiences to help us think in new ways. We actively invest in our team members to support their long-term growth so they can continue to advance our mission and achieve their highest potential.

Join a team committed to taking big leaps forward for a global community of healthcare professionals and their patients. Together, let's advance the world of minimally invasive care.

Job Description

Primary Function of Position:

As a member of the People Solutions team, the Senior Employee Relations Partner will be responsible for partnering with HR leaders and the legal team to provide ongoing coaching and support on matters such as, but not limited to, overall employee performance improvement, proactive coaching & development, corrective actions, basic policy violations, involuntary exits, exit survey trends, and other employee matters, as needed to create a positive and engaging work environment for employees. This role is also responsible for conducting investigations in response to escalations across the business related to topics such a performance, co-worker disagreements, dress code, attendance, etc. The position will work in close partnership with the Legal team to escalate allegations and concerns that pose substantial risks to the company. Responsible for identifying barriers and mitigating risks when it comes to compliance with local, state, and federal laws.

Roles & Responsibilities:

• Provide on-going coaching and support to Employee Relation Specialist Team, as needed.
• Partner with leaders and employees to provide guidance and support to create strategies and plans to improve employee performance.
• Conduct internal investigations for behavioral/workplace culture issues and as needed misconduct in a timely manner applying appropriate investigation plan, interviewing techniques with supporting documentation and outcome/conclusion summary.
• Partner with the Legal team for issue escalation and training of HR team members in conducting thorough investigations.
• Provide investigation case and issue trend data and actionable feedback to legal, HRBP teams, and senior leaders to reduce overall risk in the organization.
• Conduct ER metrics and trend analysis with proactive recommendations on policies and programs to address cases, trends, and/or topics.
• Lead the evolution and improvement of the framework (process, tools, guides, etc.) for managing internal allegations and claims, conducting and appropriately reporting and documenting employee relations investigations.
• Collaborate with HR Business Leaders and employment counsel on crucial employee relations matters.
• Assists in the development, roll out, interpretation and updating of ER processes/programs to global organization.
• Case Management for ER cases, including completing in a timely, but thorough manner and case entry/tracking.
• Advise and consult with HR, business leaders, and employment counsel on position eliminations, and policy interpretation, as needed.
• Coach and influence HR Business Leaders on interventions required for individuals, managers, and teams to prevent employee relations risks.
• Facilitate trainings to build employee relations skills among HR community and managers.
• Guide and train managers and employees in overall performance improvement concepts in alignment with company philosophy, practices, and processes.
• Help promote knowledge, understanding, and compliance regarding company policy and relevant employment laws through proactive coaching, presentations, and training.
• Engages in exit interview process, summarizes findings, and discusses trends and concerns with senior management.
• Advises and trains managers on best employee rel