Employee Relations Manager

Employee Relations ManagerThe 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.This role is located in our Holly Spring facility with onsite expectations of 3days/week. Relocation benefits are not provided.Responsibilities1. Employee/Industrial RelationsManage 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 actionsReceive and investigate Compliance Hotline/Speak Up cases through resolution and complete all process documentation in the appropriate systemFacilitate terminations including termination letters, termination meetings, and related documentationEvaluate and analyze situations or data that requires knowledge of company process and policiesProvide feedback and guidance to business management regarding employee relations best practices and ensure fair treatment of employees while mitigating riskInfluence and gain buy-in from managers in sensitive situations, while building the relationshipParticipate in program development and facilitate training on ER services with the Learning department, i.e., accommodations, policy violationsPartner 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 riskWorks collaboratively to ensure consistent application and interpretation of company policies and contractsIn 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 locationsInteracts with employees, the designated union representatives and/or Works Council to build positive rapport and foster a collegial and collaborative working environment2. Medical AccommodationsManage medical accommodation process in conjunction with other CSL and external stakeholdersFacilitate interactive discussions with relevant HR Business Partners and medical expertsAdvocate for the employee and work toward balancing our CSL Values to find solutionsDocument and record determination of approved or denied medical accommodation in appropriate system3. Corrective ActionEducate 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 feedbackAdvise management on appropriate resolution of employee behavior and performance issues. Supports managers in the development and review of corrective action, including performance improvement plans4. Special Projects/AdministrationCompletes 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 objectivesPerforms other duties as assigned or as may be necessaryRecord and correctly maintain all case management requirements in systems for reporting and complianceEducationBachelor's Degree in Human Resource management, organizational psychology, business or closely related field requiredProfessional HR certification preferredExperienceMinimum 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 relationsGood knowledge of HR processes gained in a dynamic organizationExperience in a global company in a matrixed reporting environment is preferredExperience supporting multiple locations remotely preferredLabor Union or works council experience preferredAdditional CompetenciesStrong 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 proceduresStrong communication skills, written, verbal and presentationBilingual: English/Spanish. Portuguese preferredAbility to manage and balance complex employee relations cases and investigationsHigh employee, customer and colleague focusOrganizational skills, ability to set priorities for self, and meet deadlinesResults-oriented and sense of urgencyDiplomacy and ability to handle confidential information with discretionAbility to build strong relationships and positively influence othersAbility to work and manage virtual interactionsLabor experience strongly preferredStrong conflict facilitation and resolution skillsWorking ConditionsAbility to make decisions which have moderate impact on the department's credibility, operations and servicesAbility 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 areaFast paced environment with frequent interruptionsNote: 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.