As an Employee Relations Manager you serve as the first point of contact on all employee related matters, raising matters that pose risk to the Firm to the Employee Relations Director and/or the Employee Relations Sr Manager.  Using a working knowledge of applicable employment laws and HR best practices, your role as Employee Relations Manager provides operational support, guidance and recommended solutions to business leaders and employees on, among other things, policy interpretation, performance management, disability management, job eliminations and other terminations, conflict resolution, and disciplinary actions.  Your position also analyzes trends in Human Resources issues and proactively recommends supportive actions and programs. Your role as Employee Relations Manager may also assist the Employee Relations Director and/or Employee Relations Senior Manager on special projects and support in designing and delivering training to business leaders and employees on employee relations related topics. You will also provide tactical and administrative assistance to the HR Centers of Knowledge. 

To succeed in this role, you should meet the below expectations:

Employee Relations:

• Serve as the first point of contact, for both employees and business leaders, on all employee related matters, raising matters that pose risk to the Firm to the Employee Relations Director and/or the Senior Employee Relations Manager.
• Demonstrate a proactive approach to resolving employee issues and concerns and to identifying employee relations areas of risk to the Firm.
• Assist in the development, implementation and administration of HR policies and procedures to ensure compliance with employment laws and HR best practices.
• Assist in the review and assessment of employment practices and procedures for effectiveness and compliance.
• Respond to HR-related questions and issues from management and/or employees on such topics as policy interpretation, disability management, discipline, workforce restructures, workplace conflicts, job eliminations and other terminations to ensure accurate and consistent interpretation and application of policies and procedures and to maintain compliance with employment law and regulations.
• Provide consultation and education to managers in the performance management process, including assessing the issue, preparing performance documentation, reviewing performance appraisals and coaching managers to provide performance feedback, and counsels employees on the process.
• Ensure that all adverse job actions such as demotions, discipline and terminations are reviewed and approved by the LOB and, if necessary, the Employee Relations Director and in his/her absence the Senior Employee Relations Manager.
• Partner with Employee Relations Director and/or Senior Employee Relations Manager and legal colleagues to investigate complaints and ensures findings are documented and recommendations on remedial actions are made to management as required.
• Assist in the design and delivery of training to business leaders and employees on employee relations related topics and/or facilitates the giving of such training by others.
• Partner with legal counsel, if necessary and appropriate to resolve issues.

Analysis & Administration

• Work with the Employee Relations Director and/or Employee Relations Senior Manager to conduct internal audits of employee relations issues to identify trends or situations that need training, counseling or policy refinements.
• Develop, modify and maintain tracking tools and reports which identify employee relations trends and issues to be addressed.
• Work with legal colleagues to gather data/information relevant to employment and discrimination claims, charges and cases.
• Conduct employee exit interviews, to gather insight and intelligence on root causes of employee dissatisfaction.

HR Partnership

• Provide internal support to HR Centers of Knowledge, as required.
• Work with HR Business Partners to develop action plans to mitigate employee issues at the LOB level, if appropriate.
• Assist HR Centers of Knowledge in supporting, organizing and executing departmental projects.

To qualify for this role, you should have:

• A Bachelors degree in HR or related disciplines preferred
• 5+ years experience working in HR or relevant fields, preferably in Employee Relations where possible
• Experience working in the financial services industry is a plus
• Excellent communication, decision making and problem solving skills
• Strong relationship management and interpersonal skills
• The ability to analyze complex situations and make recommendations
• Strong knowledge of relevant national and regional employment laws
• Excellent conflict resolution and negotiation skills
• The ability to prioritize and meet deadlines in a dynamic environment
• The ability to maintain high level of confidentiality regarding employee information
• Strong PC skills, including Microsoft Office Suite and Access knowledge

What We Offer:

• A collaborative environment that enables you to step outside your role to add value wherever you can.
• Direct access to clients, information and experts across all business areas around the world.
• Opportunities to grow your expertise, take on new challenges, and reinvent yourself—without leaving the firm.
• A culture of inclusion that values each employee’s unique perspective.
• High-quality benefits program emphasizing good health, financial security, and peace of mind.
• Rewarding work with the flexibility to enjoy personal and family experiences at every career stage.
• Volunteer opportunities to give back to your community and help transform the lives of others.