Senior Manager, US Employee Relations

Scotiabank•Dallas, TX

1d•Onsite

About The Position

The Senior Manager, Employee Relations plays a critical role in fostering a safe, respectful, accountable and inclusive work environment at Scotiabank. This role independently manages complex, high-risk workplace issues across the US Region. The Senior Manager, ER partners with executives, people managers and employees to resolve workplace issues and mitigate risk.

Requirements

Post-secondary degree or diploma in Human Resources, Employment Law or another related field preferred
10+ years of experience in Human Resources, Employee Relations or Employment Law
Advanced knowledge of employment law, HR policies and ER best practices
Expertise in interviewing, negotiation, mediation, and conflict resolution techniques.
Exceptional verbal and written communication skills, including report writing and presentations.
Demonstrated experience in delivering clear, concise, and empathetic communication tailored to diverse audiences.
Demonstrated experience in providing responsive, customer-focused support to employees and leaders, ensuring timely resolution of inquiries.
Demonstrated experience in building and maintaining strong, trust-based relationships with employees, leaders, and stakeholders.

Responsibilities

Effectively supports business lines/ functions, HR Business Partners and HR Heads in addressing complex workplace issues.
Demonstrates the ability to develop flexible and innovative recommendations to both new and existing issues.
Provide guidance and support on stakeholder discussions and escalated matters to ensure timely resolution and risk mitigation.
Share accountability for communicating the Bank’s vision, values, and business strategy.
Demonstrate innovation by proactively identifying and implementing efficiencies that enhance Employee Relations processes, outcomes, and service delivery.
Act as a champion of ScotiaBond, the Bank’s Raise a Concern Program and uphold the Bank’s Code of Conduct
Independently manage Employee Relations cases requiring expertise in employment law, Scotiabank’s Code of Conduct, and global HR policies.
Conduct formal investigations into allegations of serious misconduct (e.g., harassment, discrimination, violence, or other breaches of Scotiabank’s Code of Conduct) either independently or in collaboration with other investigative groups.
Provide early resolution and/or mediation support to people managers and employees.
Lead employee interviews, analyze facts, prepare investigative reports, and present findings and recommendations to senior leadership.
Serve as a subject matter expert, providing timely strategic guidance and coaching to executives, people managers, and HR Business Partners on high-risk ER matters.
Communicate solutions clearly and concisely, considering client needs, assessing risks, and ensuring fairness and consistency in policy and practice.
Serve as a trusted advisor to people managers, employees, and HR Business Partners, providing guidance on workplace issues, performance management and conflict resolution while ensuring global consistency and compliance
Demonstrate ability and flexibility when providing recommendations to respond to and address the evolving requirements of a particular business or circumstance.
Collaborate with HR Business Partners on strategic initiatives such as reorganizations, changes to terms and conditions of employment and restructurings.
Identify trends and provide insights to senior leadership to inform HR strategy, talent management and risk mitigation.
Provide training to people managers and employees on employee relations topics as required.
Ensure case documentation meets regulatory, legal and internal standards for self and ensure adherence to operational risk, regulatory compliance, AML/ATF, and conduct risk frameworks in all ER/LR activities.
Monitor adherence to ER processes and protocols, recommending improvements as needed.
Maintain accurate and defensible case documentation that meets legal and internal standards.
Challenge existing practices and propose innovative solutions to systemic issues.
Lead or participate in projects to drive organizational change within Employee Relations.
Understand how the Bank’s risk appetite and risk culture should be considered in day-to-day activities and decisions.