Employee Relations Manager

Thermo Fisher Scientific•Raleigh, NC

1d•Onsite

About The Position

As a member of the Culture and Colleague Engagement platform, the Employee Relations (ER) Manager will be responsible for conducting sensitive investigations into potential policy and/or Code of Conduct violations. The ER Manager will act as a neutral party through all aspects of the investigation and will ensure a timely, fair, and quality process for all involved parties. This position requires knowledge of professional and ethical investigation standards and/or human resources processes and procedures. The incumbent must possess the ability to quickly issue-spot employment and Employee Relations matters and be able to advance appropriately or suggest recommendations that align with our cultural values.

Requirements

5+ years experience in Employee Relations and/or Human Resources.
Bachelors degree required.
Experience conducting and managing a high volume of human resources or employee relations investigations simultaneously and effectively.
Developing technical writing skills.
Knowledge of investigative practices, risk management, and employment law.
Sound grasp of applicable employment laws required.
Ability to work independently and in a group setting with little direction and without direct supervision.
Ability to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action.
Strong project management, oral and written communication, and interpersonal skills.
Strong partnering, diplomacy, teamwork, and influencing skills.
Ability to handle highly sensitive information with absolute confidentiality and integrity.
Ability to multitask and deal with ambiguity.
Be a phenomenal teammate with a flexible, adaptable, and results-oriented approach

Responsibilities

Partner with HR leaders to build and sustain positive employee relations programs and best practices.
Lead employment investigations for sophisticated in-scope ER investigations while providing advice to HR Partners on conducting investigations and other formal ER procedures in difficult cases.
Advocate for the ethics hotline and coordination of associated programs.
Coordination and facilitation of investigations training and other ER learning and development initiatives to assigned HR team.
Provide thought leadership on embedding a true continuous performance improvement culture, including review and management of updates to Performance Improvement Program (PIP) procedures and associated supporting PIP plan materials.
Guide and mentor Managers and HR through PIP process.
Preparation and training of HRGs on template toolbox materials (invitations to disciplinary and grievance hearings, investigation meeting minutes, investigation outcome reports, disciplinary decision letters, etc)
In partnership with HR, conduct site organizational assessments that identify root cause of employee relations issues and provide recommendations to improve employee relations at worksites.
Conduct periodic reviews of HR related policies and provide improvement recommendations.
Analyze business unit’s ER data, identify trends, and communicate findings and recommendations.
Partner internally with Functional/Regional and Country HR leaders, Employment law, Compliance teams, Internal Audit, and other internal partners as appropriate to achieve the above responsibilities.