Senior Employee Relations Partner--Technology

Overview:
Serve as generally independent subject matter expert on significant employee relations matters. Responsible for delivering exceptionally high quality and effective employee relations solutions to a specialized and complicated line of business.  Responsible for resolving problems, addressing and assisting in the investigation of employee and regulatory complaints, coaching managers and employees to achieve resolution of issues , and ensuring the uniform and equitable application of organization policies and procedures while adhering to appropriate regulations. Apply exceptional HR expertise as part of the Employee Relations team to provide enterprise-wide ER solutions, on a day-to-day and project-focused basis, through consulting with senior leaders, managers and employees on significantly complex issues relating to the work environment, and bringing to bear outstanding technical skills relating to mediation, critical incident management, organization intervention and forward-thinking results to a complex and constantly evolving business line.   
 
Primary Responsibilities:

• Serve as a specialized subject matter expert on employee relations matters with significant impact to a specialized and complicated line of business.

• Participate in, and often lead, senior level HR and significant talent-related line of business projects and initiatives that shape the future of the business. Independently drive buy-in for self-directed or assigned business-line related initiatives and shepherd to completion.

• With minimal oversight from an ER manager, deliver high quality, independent decisions and counsel to managers and employees.  With frequent use of data to drive decisions and recommendations, identify and analyze employee relations matters and recommend appropriate employment action to maintain a productive work environment, achieve optimal performance, and minimize risk to the Bank.  

• In consultation with line managers and with minimal oversight, administer the Bank’s Performance Expectations and Corrective Action Policy.  Use judgment based on experience and circumstances to accelerate Corrective Action as appropriate.  Utilize significant authority to decide when termination of employment is appropriate and oversee the termination process in accordance with Bank practices. Prepare documentation and enter into applicable systems consistent with bank standards and practices.

• Counsel managers on Corrective Action, highlighting the legal requirements and ramifications. Participate in the EEOC/Human Rights/Wage and Hour regulatory complaints and may represent the Bank at investigative conferences, unemployment hearings and meetings. 

• Understand the employee handbook and interpret/counsel employees and managers as needed.

• Receive complaints, conduct some investigations, assists the Investigations Team in the investigation of some investigations, recommends and resolves problems, and counsels employees. 

• Counsel employees on conduct issues, including disputes with co-workers, supervisors, subordinates or management, financial problems, illness or disability and performance matters. Facilitates dispute resolutions. 

• Conduct presentations and trainings, as needed, to employees and management on employee relations topics. Support, develop, revise, and sometimes oversee training programs for various levels within the organization on Bank policy, sexual harassment, legal issues, performance management, and other topics. 

• Support exit interview process to include analyzing results and follow-up to appropriate individuals.

• Interpret inquiries regarding Bank policies and procedures and report policy issues to corporate Employee Relations.

• Through critical thinking and expertise, independently identify possible alternatives, resolutions, and/or solutions for employee relations matters requiring Employee Relations Intervention.

• Leverage credibility and exercise influence to work collaboratively with other HR Centers of Excellence for matters requiring interdisciplinary involvement to ensure Employee Relations perspectives are represented.

• Generate reporting, communications, and presentations on Employee Relations topics including performance management, progressive discipline, and investigations history to describe Employee Relations intervention, involvement/recommendations, and trending/forecasting.

• Keep informed on developments in employee relations, and in areas related to wages and salaries, employee benefits, recruitment, and equal opportunity.

• Understand and adhere to the Company’s risk and regulatory standards, policies, and controls.  Identify risk-related issues needing escalation to management. 

• Promote a work environment that supports engagement and belonging,  and reflects the M&T brand and M&T’s Purpose and Values.

• Maintain M&T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable.

• Complete other related duties as assigned.

 
Scope of Responsibilities:
Through regular and close partnership with senior leaders in the assigned line of business, and using data to drive decisions and recommendations, the incumbent has significant impact on shaping the future of the business. The incumbent has significant impact to ensure workplace productivity, support the Bank's ability to maintain a high performing workforce through performance management and mitigate risk to the Bank from regulatory action or civil litigation by ensuring consistent policy and procedure application within a line of business to safeguard fair employment practices. The incumbent interacts with all levels of personnel within the bank. The incumbent acts as bank representative in external venues including unemployment hearings, regulatory meetings etc. Serve as a mentor for Employee Relations Specialists and Employee Relations Partners and as a specialized subject matter expert for servicing a complicated and evolving line of business. 

Education and Experience Required:

• Bachelor’s degree in related field (Human Resources, Business Administration, Communications) and 7 or more years relevant work experience OR in lieu of degree, a combined minimum of 11 years higher education and work experience.   

• Experience consulting on ER issues and conducting and leading investigations. 

• Excellent oral and written communication skills.

• Ability to travel, including overnight travel, as needed.

• Outstanding interpersonal, analytical, influencing, writing, and mediation skills.

• Demonstrated ability to think critically and work with agility in a dynamic, changing, and sometimes ambiguous environment.

• Proven ability to work with minimal supervision.

• Proven ability to be exceptionally self-motivated, well organized, and constantly learning.

• Proven ability to use data to drive decisions and recommendations and to lead talent-related line of business projects and initiatives that shape the future of the business.

• Experience mentoring or leading others.

Education and Experience Preferred:

• HR generalist, employee relations, or internal business line manager with significant people management experience.

• Solid understanding of employment law, including general interpretation and application.

• Advanced degree in a related field (Human Resources, Business Administration, etc.)

• SHRM SCP or SPHR

M&T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $100,611.94 - $167,686.57 Annual (USD). The successful candidate’s particular combination of knowledge, skills, and experience will inform their specific compensation.

Location

Buffalo, New York, United States of America