Employee Relations Manager

Job Description

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 actions in appropriate system

4. SPECIAL PROJECTS/ADMINISTRATION

· Completes special HR/ER related projects by clarifying project objective, setting timetables and schedules, conducting research, developing and organizing information and delivering on time against project objectives

· Performs other duties as assigned or as may be necessary

· Record and correctly maintain all case management requirements in systems for reporting and compliance

Education

• Bachelor’s Degree in Human Resource management, organizational psychology, business or closely related field required

• Professional HR certification preferred

Experience

• Minimum 3- 5 years’ experience as a HR Generalist, HRBP, Employee Relations Manager (or equivalent relevant experience working in a dynamic global organization)

• Demonstrated experience managing investigations and employee relations

• Good knowledge of HR processes gained in a dynamic organization

• Experience in a global company in a matrixed reporting environment is preferred

• Experience supporting multiple locations remotely preferred

• Labor Union or works council experience preferred

Additional Competencies

• Strong knowledge of employment related laws at the county/regional level. Maintains knowledge of legal requirements and government reporting regulations impacting HR functions and ensure compliant, consistent application of policies and procedures

• Strong communication skills, written, verbal and presentation

• Bilingual: English/Spanish. Portuguese preferred

• Ability to manage and balance complex employee relations cases and investigations

• High employee, customer and colleague focus

• Organizational skills, ability to set priorities for self, and meet deadlines

• Results-oriented and sense of urgency

• Diplomacy and ability to handle confidential information with discretion

• Ability to build strong relationships and positively influence others

• Ability to work and manage virtual interactions

• Labor experience strongly preferred

• Strong conflict facilitation and resolution skills

Working Conditions

• Ability to make decisions which have moderate impact on the department’s credibility, operations and services

• Ability to compose materials such as detailed reports, management summaries, publications to limited scope or impact, etc. and/or to make presentations outside the immediate work area

• Fast paced environment with frequent interruptions

The expected base salary range for this position at hiring at this location is $98,000 - $116,000 USD. Please note this salary range reflects the minimum and maximum base pay that CSL expects to pay for this position at the listed location as of the time of this posting. Individual base salary for a successful candidate is determined by qualifications, skill level, experience, competencies and other relevant factors. In addition to base salary, total compensation for this role may also include incentive compensation and equity.

Note: All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, disability, veteran status, national origin or other legally protected classifications.

About CSL Behring

CSL Behring is a global biotherapeutics leader driven by our promise to save lives. Focused on serving patients’ needs by using the latest technologies, we discover, develop and deliver innovative therapies for people living with conditions in the immunology, hematology, cardiovascular and metabolic, respiratory, and transplant therapeutic areas. We use three strategic scientific platforms of plasma fractionation, recombinant protein technology, and cell and gene therapy to support continued innovation and continually refine ways in which products can address unmet medical needs and help patients lead full lives.

CSL Behring operates one of the world’s largest plasma collection networks, CSL Plasma. Our parent company, CSL, headquartered in Melbourne, Australia, employs 32,000 people, and delivers its lifesaving therapies to people in more than 100 countries.

To learn more about CSL, CSL Behring, CSL Seqirus and CSL Vifor visit and CSL Plasma at .

Our Benefits

For more information on CSL benefits visit How CSL Supports Your Well-being | CSL ( .

You Belong at CSL

At CSL, Inclusion and Belonging is at the core of our mission and who we are. It fuels our innovation day in and day out. By celebrating our differences and creating a culture of curiosity and empathy, we are able to better understand and connect with our patients and donors, foster strong relationships with our stakeholders, and sustain a diverse workforce that will move our company and industry into the future.

To learn more about inclusion and belonging visit

Equal Opportunity Employer

CSL is an Equal Opportunity Employer. If you are an individual with a disability and need a reasonable accommodation for any part of the application process, please visit .

R-281888

CSL makes all employment decisions without regard to race, color, religion, national origin, ancestry, age, sex, gender, pregnancy, disability, marital status, sexual orientation, gender identity, genetic information, military status, protected veteran status (specifically status as a disabled veteran, recently separated veteran, armed forces service medal veteran, or active duty wartime or campaign badge veteran) or other classification protected by applicable US federal, state or local law. CSL complies with all applicable employment laws, including but not limited to Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Fair Labor Standards Act, and the Immigration Reform and Control Act.