Employee Relations Business Partner, Corporate

Company Overview

ID.me is the next-generation digital identity wallet that simplifies how individuals securely prove their identity online. Consumers can verify their identity with ID.me once and seamlessly login across websites without having to create a new login and verify their identity again. Over 140 million users experience streamlined login and identity verification with ID.me at 20 federal agencies, 44 state government agencies, and 66 healthcare organizations. More than 600 consumer brands use ID.me to verify communities and user segments to honor service and build more authentic relationships. ID.me’s technology meets the federal standards for consumer authentication set by the Commerce Department and is approved as a NIST 800-63-3 IAL2 / AAL2 credential service provider by the Kantara Initiative. ID.me is committed to “No Identity Left Behind” to enable all people to have a secure digital identity. To learn more, visit https://network.id.me/.

Role Overview

The Employee Relations Business Partner (ERBP, Corp) dedicated to the Corporate team (sitting in the MTV office) will be responsible for providing high quality employee relations, manager support and compliance expertise to the corporate and specific Member Experience departments located across the company. 

This is both a hands-on and strategic role that is responsible for managing the employee relations function, identifying, developing and leading training, performance management, policy ownership and development, creating and supporting the operationalizing of frameworks and solutions that enable the company to achieve its goals. 

This person will identify and address issues impacting the employee experience, and will partner closely with business leaders, Employment Legal, Governance, Risk, and Compliance (GRC), and other functions within the People Team to address identified opportunities. This person will have deep subject matter expertise in ER, HR, Performance Management and HR compliance but also will bring strong business acumen, creative problem solving skills, and the ability to coach and counsel managers in this function in performance management and disciplinary issues and decisions.

Shared (Core) Responsibilities 

• Lead employee relations issues, including meeting with management, conducting investigations, analyzing data, recommending actions, and drafting disciplinary actions for client group(s)
• Proactively assess team and manager development needs, make recommendations, and implement appropriate solutions.
• Triage employee relations casework, identifying potential solutions and proposing next steps as the subject matter expert.
• Provide rigorous data analysis and reporting solutions, highlighting key trends in employee relations to drive proactive solutions.
• Help balance risk, considering employee, business, and company perspectives.
• Create, implement, and facilitate manager training based on data analysis and focused on improving overall people leadership skills.
• Integrate and partner with HR colleagues across various teams to implement solutions and help scale the business.
• Partner closely with People Team partners on strategy and execution.
• Plan, execute, and evaluate complex assignments that have an impact.
• Act as a liaison between employees, managers, and management to address and resolve workplace and performance issues.
• Promote knowledge sharing and best practices across the organization.
• Advise and partner with business leaders to support a robust and clear performance management program.
• Build collaborative working relationships and support PX team engagement activities.
• Support organizational change initiatives by ensuring clear communication and alignment with company culture and values
• Conduct investigations and advise on employee complaints and grievances.
• Support performance management, proactive and reactive as needed, lead employment actions and support manager in conversation
• Manage the accommodations process with employees, managers, and third-party administrators.
• Shared ownership of (with Sr. ERBP, Member Support)  the development of HR policies and practices and the employee handbook 
• Promote understanding and compliance with company policy and employment laws through coaching, presentations, and training.
• Partner with Governance, Risk, and Compliance (GRC) team and Legal team to ensure regulatory compliance.
• Research and explain employment laws and legal affairs to managers, supervisors, and employees.
• Collaborate with legal counsel and departments in negotiations with employees and contractors.
• Ability to travel 10% of the