Employee Relations Business Partner

Twilio

3d•Remote

About The Position

This position is a critical role within the Global ER team, focusing on high level strategic consultation and legal risk assessment. The Employee Relations Business Partner (ERBP) handles complex or escalated employee relations cases and high risk matters that require specialized intervention. A primary responsibility includes serving as a strategic liaison and legal triage point for HR Business Partners and stakeholders, while maintaining compliance and minimizing risk.

Requirements

Bachelor degree in HR Management, Employee or Industrial Relations, Business, Employment or Legal Studies, or other related fields of study.
Minimum 5 to 8 years of Employee Relations experience, with a heavy emphasis on high risk casework and organizational consultation.
Expert understanding of United States and Canada employment laws and regulations, with the ability to interpret complex legal concepts for business stakeholders.
Proven experience in legal triage or acting as a liaison between HR and legal counsel.
Experience performing risk assessments for large scale organizational restructures and business transformations.
Exceptional critical thinking, decision making, and problem solving skills with a focus on root cause analysis.
Ability to position yourself as a credible, proactive, and trusted strategic partner to senior leadership.
Excellent communication and presentation skills, with the ability to distill complex legal or ER risks into actionable business advice.
Demonstrated experience working independently on sensitive employee issues across various geographies and jurisdictions.
Strong ability to influence business leaders and apply consultative skills to drive change.

Nice To Haves

Experience using HR technology platforms such as Workday.
Experience using a case management system, preferably ServiceNow, Navex, or a similar platform.
Advanced experience with Project Management, Policy development, and Procedure implementation.
Prior experience in creating and analyzing ER Data to drive proactive business strategies.
Juris Doctor (JD) or advanced degree in employment law is a plus but not required.

Responsibilities

Handle a wide variety of complex or escalated employee relations issues and sensitive employee investigations that require advanced knowledge of various regional regulations and laws in North America and a working knowledge in other global regions.
Act as the primary legal triage for HRBPs and stakeholders, vetting employment law inquiries, providing guidance, and determining which matters require escalation to legal partners for further evaluation.
Conduct comprehensive risk assessments and consultative reviews for organizational restructures and business changes, ensuring that all proposed reorgs are evaluated through a legal and ER lens.
Provide expert guidance and assistance to People Generalists on complex performance issues that exceed standard risk thresholds or require specialized support.
Lead data reporting and analytics efforts to identify ER themes and root causes, providing executive level insights and recommendations for long term risk prevention.
Conduct complex investigations with full autonomy, including determining strategy, leading interviews, and deciding findings and final recommendations for resolution.
Prepare high quality investigation documents, including executive summaries, recommendations, disciplinary actions, and communication talking points for leadership.
Partner with Legal, Information Security, Corporate Security, and Ethics and Compliance to execute thorough investigations and manage high risk employee situations.
Work collaboratively to build relationships and influence at all levels within the organization, making high impact decisions while keeping relevant stakeholders informed.
Apply principled judgment, tact, discretion, and professionalism when handling confidential documents and sensitive business strategy communications.
Work independently, balancing the need for cross functional collaboration with minimal supervision on high stakes projects, with strong time management and prioritization skills.
Promote knowledge of company policy and employment laws through coaching, presentations, and training for HRBPs and people leaders.