Senior Employee Relations Consultant

You are as unique as your background, experience and point of view. Here, you’ll be encouraged, empowered and challenged to be your best self. You'll work with dynamic colleagues - experts in their fields - who are eager to share their knowledge with you. Your leaders will inspire and help you reach your potential and soar to new heights. Every day, you'll have new and exciting opportunities to make life brighter for our Clients - who are at the heart of everything we do. Discover how you can make a difference in the lives of individuals, families and communities around the world.

Job Description:

The opportunity: 

Employee Relations is a centralized team of trusted advisors that provide support to People Leaders, Employees and Human Resources Business Partners (HRBPs), on a wide range of complex employee relations issues, as well as contributing to the support of designated HR practices across the organization.  

The Senior (Sr.) Employee Relations Consultant (ERC) works in partnership with Human Resources and business leaders, as required, in addressing specific, individual employment-related matters, including performance and behavioral issues, harassment and discrimination complaints, accommodation requests, status changes, termination of employment.  

The Sr. ER Consultant also partners with other members of the broader Human Resources and related functions to deliver timely solutions that support the business and ensure employees are treated fairly and in accordance with our practices and policies.

How you will contribute: 

Performance Management:

• Provide timely, creative and relevant ER advice, guidance and recommendations to influence and support people leaders, HRBP’s, employees and other key stakeholders in your assigned portfolio.
• Appropriately balance the needs of the business and the employee while mitigating risk and ensure compliance with employment legislation
• Review, finalize and provide guidance to people leaders on written documentation, including but not limited to, performance plans, warnings, memo’s, documented discussion, etc.…to ensure clarity and precision.  All documentation must be well written and include key information in a clear, concise and professional manner.
• Use critical thinking and problem-solving skills to organize, synthesize, and analyze varied and complex information, problems, and data to make recommendations guided by policies, practices, procedures and business need
• Support leaders during difficult discussions, including feedback, performance plans, warnings, etc...
• Ensure each case is tracked and documented accurately and appropriately, with all relevant attachments in the case management system and within set timeframe of resolution.
• Have a good understanding of compliance legislation to support leaders with other topics such as, absence management, accommodations, employment and human rights legislation,
• Develop effective partnerships with managers/employees, HRBPs, Legal, Compliance and other key stakeholders to ensure effective resolution through collaboration for effective outcomes on all matters

Investigations:

• My need to conduct internal investigations as needed in a timely manner applying appropriate investigation process, including interviewing techniques, analyzing facts, applying relevant laws, policies and best practice to reach conclusions,
• Recommend and influence actions based on investigation conclusions and maintain required documentation, investigative notes and final reports, supporting documentation and outcome/conclusion summary.
• Investigations are often complex, high-risk and sensitive and require leveraging common practices and processes to ensure fair and consistent treatment / approach. Consider all facts to satisfactorily resolve matters while mitigating risks to the organization.

Business Support / Strategic Accountabilities

• Analyze internal employee relations trends and research external trends and best practices to develop/recommend proactive strategies, solutions, programs and policies for continuous improvement efforts.
• Create monthly & quarterly reporting on Employee Relations matters. Interpret data, assist with audits and make recommendations for positive change in the work environment.
• Understand and support the development and execution of Business and HR strategy for U.S. employees
• Provide expertise and advice to business leaders and other HR members on changes, reorganization and restructures of business units that could have potential employment implications.

Other:

• Participate in, lead and/or act as an HR/ER resource on projects. This may include developing a project plan, milestones and change management activities
• Contribute to the development, implementation and co