Employee Relations Manager

The Employee Relations Manager for the Global Employee Relations group is responsible for managing employee relations issues for their region. This includes ownership and management of each ER case from intake to remediation and follow-up as necessary. ER cases include investigating and resolving cases that are difficult, moderately complex complaints and conflicts in the workplace that require analysis of issues and consideration of other areas while balancing a broad set of issues, procedures and policies. This role serves as an advisor to CSL managers and senior management regarding policies and procedures related to the management of their team. ER Manager will work with HR Business Partners, Managers, Employees, Legal (internally & externally) and other departments to administer and manage ER services. The ER Manager seeks to improve the employee experience while assessing, advising and decreasing the risk to the company. RESPONSIBILITIES 1. EMPLOYEE/INDUSTRIAL RELATIONS + Manage moderately complex ER cases to resolution independently and in collaboration with peers, ER management, respective HR Business partners, legal counsel, and other stakeholders. Moderately complex ER cases may include factors such as a high number of staff involved, higher risk to the organization, staff involved that are high in the hierarchy, inclusion of external investigative agencies or regulators. ER Managers are able to identify the risk factors in ER cases and follow the direction of their manager or more experienced associated staff for the strategy and resolution of the case. + Conducts confidential investigations into serious misconduct, such as harassment, discrimination, or other breeches of company policy. Gathers information, interviews relevant individuals, analyzes data, and prepares legally sound documentation to support all disciplinary and/or termination actions. Recommends a course of action based on the facts, CSL Values and then coach management through the implementation of each action. Minimizes risk and exposure for CSL by maintaining fair, legally sound, fully documented, and unbiased approach when conducting investigations and implementing actions + Receive and investigate Compliance Hotline/Speak Up cases through resolution and complete all process documentation in the appropriate system + Facilitate terminations including termination letters, termination meetings, and related documentation + Evaluate and analyze situations or data that requires knowledge of company process and policies + Provide feedback and guidance to business management regarding employee relations best practices and ensure fair treatment of employees while mitigating risk + Influence and gain buy-in from managers in sensitive situations, while building the relationship + Participate in program development and facilitate training on ER services with the Learning department, i.e., accommodations, policy violations + Partner with internal and external employment law counsel as appropriate, including appropriately identify and coordinate cases as necessary, modifying case responses and/or ensuring stakeholders are advised of recommendations to achieve business objectives while minimizing risk + Works collaboratively to ensure consistent application and interpretation of company policies and contracts + In Unionized / Works Council environments, facilitates resolution of labor grievances, disputes, employee issues and concerns. Conducts investigations and coordinates arbitrations as appropriate. Interprets union-management collective bargaining agreements and represents management in the settlement of grievances under established grievance procedures. Work may be directed by an Industrial Relations or Works Council Manager at certain locations + Interacts with employees, the designated union representatives and/or Works Council to build positive rapport and foster a collegial and collaborative working environment 2. MEDICAL ACCOMMODATIONS · Manage medical accommodation process in conjunction with other CSL and external stakeholders · Facilitate interactive discussions with relevant HR Business Partners and medical experts · Advocate for the employee and work toward balancing our CSL Values to find solutions · Document and record determination of approved or denied medical accommodation in appropriate system 3. CORRECTIVE ACTION · Educate business leaders on corrective action and potentially annual review processes including SMART objectives. Emphasize to leaders the importance of early intervention and provide coaching and feedback + Advise management on appropriate resolution of employee behavior and performance issues. Supports managers in the development and review of corrective action, including performance improvement plans · Consults with managers on driving a culture of high performance and engagement at CSL · Document and record employee a #J-18808-Ljbffr