Employee Relations Manager

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