Employee Relations Manager

Responsibilities

• Manage moderately complex ER cases to resolution independently and in collaboration with peers, ER management, respective HR Business partners, legal counsel, and other stakeholders.
• Conduct confidential investigations into serious misconduct, such as harassment, discrimination, or other breaches of company policy. Gather information, interview relevant individuals, analyze data, and prepare legally sound documentation to support all disciplinary and/or termination actions.
• Recommends a course of action based on the facts, CSL Values, and coach management through the implementation of each action. Minimize risk and exposure for CSL by maintaining a 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 identifying and coordinating cases as necessary, modifying case responses, and 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.
• Interacts with employees, the designated union representatives, and/or Works Council to build positive rapport and foster a collegial and collaborative working environment.

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.

Corrective Action

• Education 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.
• Advises 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.
• Documents and records employee actions in appropriate system.

Special Projects/Administration

• Completes special HR/ER related projects by clarifying project objectives, setting timetables and schedules, conducting research, developing and organizing information, and delivering on time against project objectives.
• Records and correctly maintains all case management requirements in systems for reporting and compliance.