Senior Manager, Employee Relations

Cushman & Wakefield•Chicago, IL

About The Position

The Sr. Manager Employee Relations consults with Cushman & Wakefield business managers, HR staff, and employees on Employee Relations matters and support the Employee Relations centralized team model. Key skills required to be successful in this role are exceptional communication skills—especially in a virtual environment, solid leadership, connection and relationship skills, strong ability to influence, action orientation and responsive mindset, plus the ability to write and document issues with clarity and precision. This role will lead a team of Employee Relations Specialists for the Americas. They will assign cases to ER/HR staff members, instruct them on the use of the case management system, including storing and tracking case notes. Additionally, the Employee Relations ER Manager will may assist or take lead in the development of training, tools, templates, processes and reference materials, or other projects in support of the ER Center of Excellence (COE) function. In partnership with the Employee Relations Team, they will also help create the centralized Global ER function.

Requirements

7 + years of progressive HR experience with significant ER experience
Bachelor’s Degree in HR or related area, or equivalent experience
3+ years of experience managing a team
Seasoned and proven skills in managing difficult ER situations, conflict management, employment law, influence skills, as well as deep and broad knowledge of Human Resources in general
In-depth knowledge of employment law
Superior diagnostic and analytical skills; proficient in MS Excel Spreadsheets
Excellent written and verbal communication skills
Solid business intelligence
Ability to influence leaders and colleagues, skilled counselor, consultant, and facilitator
Strong organization skills and project management skills
Proficiency in MS Office, knowledge of HRMS systems such as Workday, Service Now
Expert knowledge of internal investigation principles

Nice To Haves

Advanced degree preferred (MBA, Master’s in HR, law degree)

Responsibilities

Accomplishes the objectives of the Employee Relations COE, by leading staff; recruiting, selecting, orienting, training, performance management of team.
Provides solutions to routine/complex Employee Relations issues, planning and evaluating COE activities.
Ensures a safe, secure, and legal work environment that develops professional and personal growth opportunities for the team
Serves as a resource for Employee Relations and HR teams concerning issues of employment law, harassment, discrimination, retaliation, reasonable accommodations, position elimination activities, etc.
Counsels the company on concerns related to applicable Equal Employment Opportunity (EEO) laws including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws.
Using case management system, creates and runs reports to identify trends of Employee Relations matters and works with business stakeholders to mitigate and resolve.
Creates and delivers training material in the areas of EEO compliance, workplace investigations, reasonable accommodations, and other Employee Relations matters as needed.
Partners with internal and external legal counsel concerning legal guidance, interpretations and the disposition of cases.
Consults on highly sensitive or complex performance management issues, including PIPs, exit strategies and involuntary separations; conducts high level investigations as needed.
Guides the Employee Relations and HR teams in the drafting and preparing of key case information for internal and external counsel to respond to EEOC charges, attorney demands, litigation holds, etc.
Oversees and facilitates the resolution of escalated Leave of Absence employment decisions and requests for workplace accommodations by facilitating and influencing discussions with HRBPs, managers, employees, Legal and HR Benefits.
Leads the creation and refinement of company-wide HR policies; collaborates and consults on non-HR policies.
Motivates stakeholders to help implement and support change as well as developing strategies in response to resistance to change.
Participate in project work that supports the Global ER COE, HR team, or other functions
Occasional travel to participate in investigations and meetings as needed.