The Employee Relations Partner is responsible for coaching and supporting people managers within the performance management process. This includes overseeing the handling of performance management, discipline cases, employee grievances, investigations and more.    

The Employee Relations Partner coordinates and works  closely with the HR Business Partners to amplify and inculcate a performance management culture in each Sector. This position will also collaborate and work closely with the legal department & Snr Dir of HR Ops & Services on critical employee relations issues. Additionally, this position will work closely with the HR Data & Compliance Team on the administration part of the process.

Responsibilities:

• Handles, investigates, and actively manages workplace investigations in a timely and professional manner. The types of investigations may include,  but are not limited to: allegations of misconduct, harassment, (including sexual harassment), discrimination, retaliation, insubordination, workplace violence, substance abuse, safety and security violations, violations of company policy or procedure, and other employee, management, or third party complaints.
• Interviews witnesses, collects and analyzes evidence, drafts reports, and makes recommendations related to workplace investigations. 
• Proactively keeps up to date on employment regulations. 
• Applies the understanding of state and federal laws concerning labor relations when handling situations.
• Analyzes employee relations or incident reports to determine potential trends or issues and creates action plans to prevent continuous or further issues. 
• Creates legally sound solutions to complex cases and maximizes opportunities for success of employees and the business.           
• Works with people managers to ensure that all employee relations matters are documented within the HRIS system.
• Provides coaching and guidance to managers on policy adherence for our internal corrective action process. 
• Works and collaborates with leaders and HR Business Partners on employee relations and other HR issues.
• Oversees the performance management life cycle, including performance reviews. 
• Drives key principles of performance management strategy, execution and coaching. 
• Provides coaching feedback and guidance to managers. 
• Works and collaborates with employment legal, Employee Relations and HR Business Partners on providing advice on employment law matters.
• Drafts and executes disciplinary actions, including verbal warnings, written warnings, final written warnings and terminations with the executives over the areas. 
• Advises, coaches and trains managers in best employee relations practices and strategies for managing supervisor situations, problems and employee grievances. 
• Provides recommendations on topics of employee related training with managers and supervisors. 
• Conducts manager training on performance management, where needed.
• Runs reports within the HRIS system to analyze attrition and locates areas that need assistance.
• Works in collaboration with other departments within the HR organization on a variety of tasks.  
• Drafts and administers company Employee Relations policies, programs and procedures.

Requirements:

• Bachelor’s degree in Employee Relations, Human Resources or a related field required, or equivalent work experience
• 2 + Years experience in labor & employment law matters
• Knowledge in industries of technology/cybersecurity 
• 5 Years or more of overall HR experience, where 2 or more should be in the Employee Relations space, which includes experience in conducting and leading investigations from start to finish 
• 2 plus years of having client-facing HR Business Partner Experience.
• Experience with Gmail and Google Docs
• Experience with MS Office (Word and Excel)
• Experience with web browsers (Chrome, Internet Explorer, etc.)
• Preferred experience with Workday HRIS system. 
• SPHR, SHRM-CP or SHRM-SCP preferred.
• Excellent oral and written communication skills
• Thorough understanding of state and federal laws concerning labor relations
• Detailed oriented
• Ability to manage a heavy workload in a high pressure environment
• Sound judgment
• Ability to clearly make reasoned decisions and recommendations
• Ability to cross think and determine who should be kept informed
• Self-starter with good business sense and a sense of urgency, honesty and fairness 
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Thorough understanding of state and federal EEO laws, including but not limited to Title VII, ADA, ADEA, etc.
• Thorough understanding of dispute resolution and excellent documentation
• Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations