Senior Employee Relations Partner, Americas

Danaher•Austin, TX

5d•Onsite

About The Position

The Senior Employee Relations Partner will be accountable for designing, owning and executing the Labour and Employee Relations strategy for the Americas, ensuring alignment with business objectives, workforce planning priorities, risk mitigation, and Cytiva’s long-term organisational design. The role will include hands-on case management and will provide strategic direction, governance and thought leadership across the Americas employee relations landscape. The role will support the wider HR teams across the region, ensuring that employee relations practices are aligned and undertaken in accordance with applicable legislation, company policies and Cytiva’s values. This role will have primary responsibility for employee relations strategy across North America (including Canada and Puerto Rico) and will be responsible for handling casework across Cytiva’s manufacturing, non-manufacturing and corporate workforce. The role will report into the Senior Director People Partner, Americas, and will ideally be an on-site role based at one of our sites in either Duncan, SC, Logan, UT, Marlborough, MA, or Pensacola, FL. There is a preference for candidates who can work on-site. While this req is posted as on-site in the US, applications from qualified candidates in other US locations will be considered equally.

Requirements

Bachelor’s degree in related field with 9+ years experience OR Master's degree in field with 7+ years experience OR Doctorial degree in field
Significant experience operating at Senior Employee Relations Partner level or equivalent across the Americas, including demonstrable experience designing and delivering an employee relations strategy across a complex, multi-site organization and a strong working understanding of employment law frameworks, with the ability to apply this knowledge.
Proven experience advising senior leaders on high-risk employee relations matters, including organizational change, restructures, employment litigation and settlement/separation agreements.
Ability to operate with a high degree of autonomy, judgment and influence, including making recommendations on matters involving material legal, employee relations, reputational or business risk.
Experience partnering with People Leaders and HR colleagues in a complex matrix environment, balancing legal compliance, business priorities, employee experience and consistent employee relations outcomes.
Experience developing employee relations governance frameworks, analyzing ER trends and translating data into strategic interventions and preventative action plans all while Experience partnering with People Leaders and HR colleagues in a complex matrix environment, balancing legal compliance, business priorities, employee experience and consistent employee relations outcomes all while developing employee relations governance frameworks, analyzing ER trends and translating data into strategic interventions and preventative action plans.

Nice To Haves

Degree in Law, Employment Law, Human Resources, or a related discipline.

Responsibilities

Pragmatic, strategic advice and leadership on employee relations matters : partnering with Legal, HR colleagues, People Leaders and Danaher’s LER COE to proactively manage risk, ensure compliance and consistency, govern escalations within established frameworks, and support effective resolution of workforce issues.
Manage a broad and varied employee relations caseload including routine, moderate, complex and sensitive matters. Provide clear, practical and legally informed advice to HR colleagues and our People Leaders while identifying risk, determining appropriate case strategy, and ensuring consistent and defensible outcomes.
Conduct investigations where required and provide guidance, oversight, and quality assurance to HR colleagues undertaking investigations to ensure thorough, consistent, and compliant investigation practices.
Coordinate with Danaher legal and external counsel, drafting of separation agreements, and escalation of legal or reputational risk through designated frameworks.
Provide strategic ER support and project manage restructures, reductions in workforce, changes to operating models and other organizational and other transformation activity, ensuring legally compliant, consistent and commercially balanced outcomes.
Provide functional leadership, coaching and escalation support to HR colleagues and People Leaders, strengthening ER capability and ensuring consistent standards of case management and outcome documentation.