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Director, Employee Relations Global
1 week ago
Primary Functions of the Role:
As a People Operations team member, the Director manages a team addressing employee relations and compliance issues. The team ensures compliance with HR policies and regulations, conducts basic investigations, and escalates issues to the Legal team. The Director provides recommendations to HR teams on policy application and works closely with Legal to address high-risk issues. They identify barriers and partner with employment legal to reduce compliance risks.
Role and Responsibilities:
Responsible for building and developing a team of ER & compliance professionals.
Make sure ER team is trained and skilled to perform their roles successfully and support organization.
Establish and oversee global ER practices to minimize operational and organizational risk and establish best-in-class ER standards.
Stays updated on trends in regulatory/labor laws and new HR technologies related to ER to maintain knowledge.
Find areas for learning managers. Collaborate with COEs for training when necessary.
Make sure HR follows privacy laws and GDPR for data exchanges related to employee relations worldwide.
Contribute to various HR Projects and guide project team in adhering to data and process compliance.
Help create global HR policies compliant with laws like ADA, ADEA, FMLA, OSHA, FLSA, EEOC, and Privacy Regulations. Include laws outside the U.S.
Partner with Global HR Compliance Manager to audit HR policies, employment agreements, and employee handbooks at global sites for legal compliance.
Check proprietary and confidentiality agreements also.Support and guide ER specialist. Offer necessary training and education. (unchanged)
Manage and support internal investigations quickly. Use proper plan and interviews. Summarize findings clearly.
Partner with the Legal team for issue escalation and training of team members in conducting thorough investigations.
Provide critical input to the formation, consistent application, and revision of company policies based on investigation findings and recommendations.
Give trend data and feedback to legal, HR teams, and principals. Reduce risk in the organization.
Manage the evolution of managing internal allegations, claims, and employee relations investigations by improving framework tools and guides.
Collaborate with HR Business Leaders and employment counsel on crucial employee relations matters.
ER Training development and roll out to global solutions teams
M&A support (synergies, policy harmonization, etc.), as needed
ER Metrics and trend investigation with proactive recommendations \/ programs to address cases, trends, or topics
Implementation of case management tracking for ER cases, including completing in a timely, but thorough manner and case entry/tracking
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