Manager, Employee Relations

For over 180 years, Tiffany & Co. has enriched the lives of our customers by creating enduring objects of extraordinary beauty that are cherished for generations.

Tiffany employs more than 14,000 employees around the world. The company’s mission statement makes a commitment to every employee to create an environment that recognizes and rewards creativity, initiative and dedication and that respects diversity, dignity and the shared values of community and family.

The Employee Relations Manager- Corporate/International will be the primary point of contact for employee relations matters for our Corporate and some of the Industrial division as well as the Japan and Korea regions. This role is an essential part of the Global Employee Relations Center of Excellence and will be responsible for implementing globally aligned best practices to mitigate risk for the organization while ensuring consistency, and fairness on all employee-related matters for the respective areas of responsibility. 

This role will collaborate with market leaders and cross-functional stakeholders to address employee concerns, conduct investigations, and be a consultative partner for workplace accommodations, managing performance-related issues, and employment terminations. It will play an active role in developing and maintaining employment policies and procedures specific to the assigned divisions and regions.

 

Location: This role is in-person at our corporate headquarters in New York, NY.

 

Key Accountabilities:

Consultation on ER Compliance and Risk 

• Provide advice to all business units in the market on topics ranging from policy interpretation, internal investigations, performance management, harassment, discrimination, retaliation, unfair dismissal, reductions in workforce and more.
• Ensure employment practices for assigned divisions and regions are up to date, legally compliant and meet the requirements of company standards.
• Ensure consistent application of policies and procedures and provide guidance on best practices, solutions, and ways to mitigate risks. 
• Maintain an in-depth knowledge of legislative trends and legal updates to advise the market accordingly. 
• Serve as a strategic partner to HRBP for the planning, design, development, implementation, management, and administration of the employee relations programs in the assigned divisions and regions
• Review and advise on discipline and termination documentation, grievance invitations and outcomes and employee consultation letters across the organization - tailoring and delivering recommendations in an effective way to help influence the right outcomes with stakeholders while mitigating risk to the Company.
• Assist with supporting documentation for all reductions in force, restructures, and ad-hoc position eliminations.
• Develop and maintain key internal partnerships – legal, internal audit, and security.

 

Investigations

• Conduct internal investigations within the market and zone on matters such as discrimination, harassment, bullying, working conditions, unfair dismissal, retaliation, wage and hour violations, disciplinary actions, and employee and applicant appeals and grievances.
• Ensure consistent and equitable process are applied. Make recommendations and oversee implementation of decisions that lead to the fair and consistent resolution of claims related to discrimination harassment, working conditions, disciplinary actions, and employee and applicant concerns.

 

Policy and Procedure Ownership and Compliance

• Assess, recommend, and implement policies and practices as needed to meet the needs of the organization. 
• Collaborate with HR partners regarding communication and implementation of policies and programs (handbook, websites, etc.) for assigned divisions and regions to ensure compliance with applicable local employment laws and regulations.
• Ensure that employee relations procedures and systems are compliant with local, state, and federal law.
• Drive direct leadership of ER strategies and initiatives through the development of strong employee communication channels and strategically aligned business partner relationships to support a broader people risk management agenda.
• Create, maintain, and manage the reduction in workforce strategy locations (including the development of a Reduction in Force manual that provides clear guidance on severance payments and packages, notification discussions and required reporting).
• Drive a “continuous improvement” culture within Employee Relations function.