The Employee Relations Manager serves as primary manager and partners with the broader Employee Relations/Risk Operations, People Experience team, Risk, Regulatory and Legal Affairs, Compliance and various business leaders to manage complex employee relations matters and investigations in a fast-paced environment. This individual is responsible for conducting investigations, producing detailed documentation and timely case resolution while owning matters beginning to end. Ability to demonstrate flexibility and maintain focus while managing changing demands and priorities is critical. By championing the employee relations experience and leveraging organizational culture/values, the ER Manager is responsible for ensuring equitable resolutions to employee relations matters in partnership with key stakeholders. Additional responsibilities include managing complex cases on a variety of topics including performance management/separation disputes, policy and compliance violations, solving complex problems, escalating high priority issues and crisis management matters. This role is critical in driving employee initiatives, resolving issues, providing exceptional internal support, and driving a high-performance culture within the People & Culture team and the Firm. The role also requires the use of sound judgement to mitigate risk and weigh the importance and validity of information to form fact-based opinions, solve problems and make formal recommendations.
The Employee Relations Manager serves as a key member of the People & Culture team in support of firm-wide goals and objectives. This role will report to the Associate Director of National Employee Relations.
Manage employee relations matters and investigations end to end, including producing clear, concise investigation memos, executive updates, disciplinary documentation and utilizing a centralized case management system.
Serve as a lead investigator for highly complex and sensitive colleague relations matters across various service lines and drive towards solutions successful outcomes that align with firm culture, values and inclusion priorities.
Conduct investigation interviews, gather, analyze and synthesize information from multiple sources and summarize investigation findings verbally and in writing in a clear/concise manner.
Use sound judgement to mitigate risk and form fact-based opinions to solve matters and make recommendations.
Work with business leadership to proactively identify issues and the root causes and opportunities to mitigate risk and drive strategic outcomes.
Make risk based recommendations and decisions in compliance with internal and external requirements.
Use Microsoft Excel to analyze data and metrics to make critical decisions; identify patterns and reports findings and trends as appropriate.
Continuously identify and drive improvements within the investigative process and proactively identify opportunities for additional risk controls, education and/or refined guidelines.
Collaborate with business leaders, broader People Experience team and Risk, Regulatory and Legal Affairs to ensure a consistent and comprehensive employee relations delivery experience.
Risk Operations:
Manage crisis management matters while adapting to competing demands.
Lead complex initiatives with large impact and serve as key risk management subject matter expert.
Serve as ER Subject Matter expert by applying compliance, firm policy and employment law knowledge to mitigate risk to the firm.
Consult on performance management matters, including ensuring supporting documentation is in place.
Execute project management deliverables with keen focus on collaboration across stakeholder groups.
Mentor, train, consult and provide risk-based guidance to various P&C functions, as needed.
The ideal candidate will be:
Demonstrated expertise investigating complex matters and proven track record of effectively managing risk with optimal outcomes.
Experienced in working with highly confidential, complex and sensitive HR/employee relations matter in an objective manner while using the lens of the firm’s culture, values and inclusion perspective.
Confident with strong personal initiative as someone who is willing to roll up their sleeves and do whatever it takes to get the job done.
A business-minded people leader with a focus on providing superb colleague care, conveying empathy, patience and outstanding listening skills in a highly collaborative, client-service orientated environment.
A natural mentoring and influencing leader with engaging and approachable personality. Will have experience working successfully with all levels of staff, from front-line through senior executive.
Experience in prioritization and negotiations with demonstrated ability to be effective in supporting multiple business leaders/partners working across different business areas of focus.
Highly collaborative and action-oriented, with strong influencing skills; someone who is a change agent who can build collaborative relationships across a matrixed organization.
Operationally focused with the ability to think strategically and deliver tactically.
Solve complex problems, develop solutions and execute with ease.
The Ideal Candidate Will Possess:
Bachelor’s degree from an accredited college/university is required
7 +years of Employee Relations experience
Strong verbal and written communication & presentation skills.
Experience using case management tool
Demonstrated experience in defining and implementing detailed ER business processes.
A reputation for discretion, integrity, judgment, responsiveness, strong attention to detail and quality and common sense.
Experienced in a matrixed environment within a professional service industry.
Experienced in managing, mentoring and developing a team of HR practitioners
Solid PC skills with proficiency in MS Office.
PHR/SPHR or CP/SCP certification is a plus
Ability to travel less than 5% to service client base
The base salary range for this position is between $112,000 and $160,000. Placement within the pay range is at Grant Thornton’s discretion, and it is based on multiple factors, including but not limited to, job -related knowledge/skills, experience, business needs, progression within the role, geographic location, and internal equity. At Grant Thornton, compensation decisions are dependent upon the facts and circumstances of each position and candidate.
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