Employee Relations Manager
4 weeks ago
Hybrid Work Schedule: 3 days/week onsite in Foster City, CA
Pay Range: $60 - $70/Hour
Initial assignment duration: 12 months
About the Team
The global Employee Relations Team is a center of excellence within the HR Department whose purpose is to enable teams to perform at their best by addressing employee concerns and helping the organization navigate complex people issues in a way that is fair and compliant. We do this by fostering a fair, safe, and inclusive culture; serving as a thought leader for change; and building organizational capability by empowering employees, managers and leaders. We help manage high risk situations and govern processes and investigations involving involuntary terminations, employee misconduct, and requests for reasonable accommodations.
Our team leverages our experience, expertise, and organizational awareness to act as a credible, trusted advisor and thought partner to HR and business leaders across the organization. We strive to enhance our capabilities and improve our processes and look forward to adding new expertise and experience to our growing team.
About the Role
The Sr. Manager, Employee Relations Partner will report to a Director of Employee Relations. This position will primarily focus on providing ER situational support to assigned business units. The role will:
Provide ER support, thought partnership, and guidance to HR colleagues and business leaders;
Serve as a subject matter expert on a broad range of ER issues, including performance management, internal investigations, disciplinary actions and terminations, severance, re-organizations, conflicts of interest, and HR policies and practices, among others.
Independently conduct internal investigations from end-to-end, e.g. by conducting intake and witness interviews, drafting investigation summaries with factual findings and analysis, managing the disciplinary process (where applicable), and conducting close-out meetings. In more complex situations, partner with Legal and ER Director to assesses the level of risk involved, assist with preparation of investigation reports and provide recommendations for resolution.
Advise on matters with potential employment or reputational risk related and provide consultation and guidance to HR and business leaders.
Review and approve of the basis of involuntary terminations to ensure that a fair and consistent process was followed and flag any high risk terminations for further review.
Help people leaders and HR Business Partners (HRBPs) navigate performance improvement processes that could result in corrective action, up to and including, termination of employment. This role will serve as a subject matter expert on the performance improvement process and be responsible for guiding and supporting people leaders as they address performance concerns with members of their teams through coaching, documented feedback, and performance improvement plans.
Advise on and help execute business change processes, including reductions in force, reorganizations, and redundancies. Pressure test the basis of position eliminations to ensure the criteria is objective, selections are fair and justifiable, and potential risks are identified and anticipated.
Determine severance eligibility, prepare severance agreements, and process involuntary terminations.
To be successful, the role will require one to:
Consistently exercise discretion and independent judgment in advising HR and business leaders on how to navigate sensitive ER issues in a fair, compliant, and pragmatic manner.
Think critically and solve problems by applying principles, policies, and procedures to unique situations.
Demonstrate the ability to work independently in a fast-paced environment and navigate unique or ambiguous situations using their best judgment.
Collaborate well with teams across functions, departments, and geographies
Work collaboratively, lead and influence at all levels within the organization, and make decisions while keeping all partners and leaders informed
Handle difficult conversations and sensitive employee information
Discern what stakeholders to involve and when to consult legal and ER leader on complex matters
Demonstrate a solid working knowledge and understanding of relevant State and Federal employment laws and principles, e.g. Title VII, ADEA, ADA, FMLA, FEHA, FLSA, Labor Code, etc.
Demonstrate operational and process rigor and familiarity
Proficient in related technology and case management tools, including Workday and ServiceNow's ER case management system
Qualifications & Experience
Bachelor's degree or commensurate experience required. Advanced degree desired and can be substituted for 2 years of experience. PHR/SPHR a plus.
Minimum of 5 years of relevant work experience with 2 years directly managing complex employee relations issues, preferably in a global biopharma company within a centralized ER model
Previous HR Business Partner, employment law, or management experience a plus
Broad knowledge of HR principles, practices, and procedures in US and California
Excellent teamwork and interpersonal communication skills are required
Must possess solid networking and influencing skills
Ability to manage a high volume of work
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