Primary Function of Position
As a member of the People Solutions team, the Employee Relations Manager will be responsible for partnering with HR leaders and the Legal team to provide ongoing coaching and guidance on matters such as, but not limited to, HR compliance, general performance issues, corrective actions, basic policy violations, involuntary exits, and other bespoke/non-standard employment matters as needed to support the business. This role is responsible for conducting investigations in response to escalations across the business related to topics such as performance, co-worker disagreements, etc. The position will work in close partnership with the Legal team to escalate allegations and concerns that pose substantial risks to the company. Responsible for identifying barriers and mitigating risks when it comes to compliance with local, state, and federal laws.
Essential Job Duties
- Conduct internal investigations for behavioral/workplace culture issues and as needed misconduct in a timely manner applying appropriate investigation plan, interviewing techniques with supporting documentation and outcome/conclusion summary.
- Partner with the Legal team for issue escalation and training of HR team members in conducting thorough investigations.
- Identify areas of opportunity for compliance education and training for managers and business leaders and partner with COEs to develop and deliver training, as needed.
- Contribute to various HR Projects and guide project team in adhering to data and process compliance.
- Assist with audits of HR policies, job descriptions, employment agreements, proprietary and confidentiality agreements, and employee handbooks to ensure compliance with applicable local laws.
- Provide investigation case and issue trend data and actionable feedback to Legal, HRBP teams, and senior leaders to reduce overall risk in the organization.
- Conduct ER metrics and trend analysis with proactive recommendations on policies and programs to address cases, trends, and/or topics
- Lead the evolution and improvement of the framework (process, tools, guides, etc.) for managing internal allegations and claims, conducting and appropriately reporting and documenting employee relations investigations.
- Collaborate with HR Business Leaders and employment counsel on crucial employee relations matters.
- Assists in the development, roll out, interpretation and updating of ER processes/programs to global organization.
- M&A support (synergies, policy harmonization, etc.)
- Case Management for ER cases, including completing in a timely, but thorough manner and case entry/tracking
- Advise and consult with HR, business leaders, and employment counsel on position eliminations, and policy interpretation.
- Coach and influence HR Business Leaders on interventions required for individuals, managers, and teams on preventing employee relations risks
- Facilitate trainings to build employee relations skills among HR community and managers.
- Guide and train managers in overall performance management concepts in alignment with company philosophy, practices, and processes.
- Help promote knowledge, understanding, and compliance regarding company policy and relevant employment laws through coaching, presentations, and training.
Required Skills and Experience
- Expertise in employee relations investigations, provide a customer-first approach to work, and thrive in a fast-paced business environment.
- Knowledge of applicable country laws, regulations, and statutes related to employment, benefits, and HR compliance (e.g., EEO, Data Privacy, FLSA, EPA, FMLA)
- Consultative, coaching, counseling, and conflict resolution skills; ability to influence and articulate a variety of issues to different audiences, tailoring messages accordingly.
- Understanding of best practices regarding performance management, progressive discipline, and performance improvement plans
- Proven experience in managing multiple projects with strong time management and prioritization skills
- Proven ability to manage conflict/challenge thinking to diffuse employee related issues, concerns, and situations
- Proven business acumen, strong decision-making, and root cause/analysis skills
- Strong attention to detail and excellent verbal and written communication skills, including the ability to write cohesive emails, summaries, and investigations plans/reports
- Strong problem-solving skills, critical thinking, and intuitive sense of business acumen
- Strong self-initiative and prioritizing abilities; comfort with ambiguity and change
- Ability to interface partner with and influence different levels of the organization to achieve results.
- Ability to proactively share a point of view, appropriately challenge assumptions, and take initiative
- Ability to assess sensitive and complex employee relations issues in a confidential, objective, and systematic manner and ability to assess when they should be handed over to legal team.
- Ability to exercise judgement, while balancing time constraints and need for resolution
- *This position requires on-site work in our Sunnyvale, CA offices 2 days a week.
Required Education and Training
- Bachelor's degree, preferred
- Minimum 7+ years of progressive HRBP/employee relations/compliance experience
- Experience working with HR Information Systems and case management software
Preferred Skills and Experience
- PHR or SHRM certification
- Experience in medical device, life sciences or related industry, preferred
Due to the nature of our business and the role, please note that Intuitive and/or your customer(s) may require that you show current proof of vaccination against certain diseases including COVID-19. Details can vary by role.
Intuitive is an Equal Employment Opportunity / Affirmative Action Employer. We provide equal employment opportunities to all qualified applicants and employees, and prohibit discrimination and harassment of any type, without regard to race, sex, pregnancy, sexual orientation, gender identity, national origin, color, age, religion, protected veteran or disability status, genetic information or any other status protected under federal, state, or local applicable laws.
EEO and AA Policy
We will consider for employment qualified applicants with arrest and conviction records in accordance with fair chance laws.
Preference will be given to qualified candidates who do not reside, or plan to reside, in Alabama, Arkansas, Delaware, Florida, Indiana, Iowa, Louisiana, Maryland, Mississippi, Missouri, Oklahoma, Pennsylvania, South Carolina, or Tennessee.
We provide market-competitive compensation packages, inclusive of base pay, incentives, benefits, and equity. It would not be typical for someone to be hired at the top end of range for the role, as actual pay will be determined based on several factors, including experience, skills, and qualifications. The target salary ranges are listed.
