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Employee Relations Senior Analyst (HR Compliance, Policies, Trainings, and Administration)

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Tiffany & Co.

25d ago

  • Job
    Full-time
    Mid Level
  • Consulting
    People, HR & Administration
  • New York

AI generated summary

  • You need 4+ years in HR/Employee Relations, knowledge of labor laws, strong communication and project management skills, and the ability to handle conflicts. Retail experience is preferred.
  • You will monitor legal changes, implement compliant HR policies, analyze trends, conduct training, manage employee relations, and ensure fair dispute resolution while supporting organizational needs.

Requirements

  • - 4+ years of either HR/Employee (or Labor) Relations/Employment law experience
  • - Knowledge of laws and regulations relating to labor and employment
  • - Excellent verbal and written communication skills
  • - Excellent project management skills
  • - Ability to multi-task and work proactively, handling possibly conflicting priorities
  • - Ability to exercise considerable judgment during conflict resolution and discretion in sensitive, complex, or ambiguous situations
  • - Preferred: Experience supporting retail populations

Responsibilities

  • Stay abreast on all legislative and regulatory changes and/or developments and ensure changes to are restructured with, policies, articles, practices and HR systems.
  • Research changes in laws and regulations, analyze their impact on the organization, and communicate findings to stakeholders.
  • Partner with legal regarding new and updated regulatory requirements.
  • Assess, recommend, and implement policies and practices as needed to meet the needs of the organization.
  • Collaborate with HR partners regarding communication and implementation of policies and programs (handbook, websites, etc.) to ensure compliance with employment laws/ regulations.
  • Ensure that employee relations procedures and systems are compliant with federal, state, and local law.
  • Drive direct leadership of ER strategies and initiatives through the development of strong employee communication channels and strategically align business partner relationships to support a broader people risk management agenda.
  • Build, maintain, and lead the reduction in workforce strategy.
  • Serve as point of contact for all required workplace posters, as well as update the internal resource page with up-to-date workplace posters.
  • Drive a “continuous improvement” culture within Employee Relations function.
  • Discreetly handle sensitive employee reports or information.
  • Build monthly, quarterly and annual reports to identify ER trends.
  • Leverage metrics, tools, data, and resources to help identify ER and organizational effectiveness trends, insights and proactive strategies that assist with growing engagement and reducing risk (may include internal processes, identification, and selection of vendors, etc.).
  • Serve as project lead for the creation and delivery of training to HR partners, the business and employees that improves employee knowledge of matters such as harassment, discrimination, retaliation, bullying, working conditions, etc. to minimize organizational and personal risk.
  • Develop and execute communications and training strategies which most effectively support and position the related objectives and messages (including policies procedures and programs).
  • Provide direction and support to partners on topics ranging from policy interpretation, internal concern reviews, performance management, harassment, discrimination, retaliation, unfair dismissal, reductions in workforce and more.
  • Ensure all employment practices utilized by Global Employee Relations Team are updated, legally compliant, and meet the requirements of company standards.
  • Provide backup coverage when need for conducting internal reviews such as discrimination, harassment, bullying, working conditions, unfair dismissal, retaliation, wage and hour violations, disciplinary actions, and employee and applicant appeals and grievances when requested.
  • Ensure consistent and equitable process are applied.
  • Make recommendations and oversee implementation of decisions that lead to the fair and consistent resolution of claims related to discrimination, harassment, working conditions, disciplinary actions, and employee and applicant concerns.

FAQs

What is the primary focus of the Employee Relations Senior Analyst role?

The primary focus of the Employee Relations Senior Analyst role is to manage HR compliance-related matters, implement global best practices to mitigate risk, and ensure consistency and fairness in employee-related matters across all markets.

What type of experience is required for this position?

This position requires 4+ years of experience in HR/Employee Relations or Employment Law, with knowledge of laws and regulations related to labor and employment.

What kind of training will the Employee Relations Senior Analyst be involved in?

The analyst will serve as the project lead for creating and delivering training to HR partners, the business, and employees, focusing on matters such as harassment, discrimination, and working conditions to minimize organizational risks.

Is experience in retail populations preferred for this role?

Yes, experience supporting retail populations is preferred for this position.

Where is this position located and what is the work arrangement?

This position is located in-person in a hybrid model at the Corporate Office in the Flatiron District, requiring employees to be on-site 3 times per week.

What is the salary range for this position?

The salary range for this position is $97,000 to $130,000, with the rate of pay offered depending on the candidate's relevant skills and experience.

How does the company handle accommodations during the interview process?

Tiffany & Co. encourages candidates to request any necessary accommodations for the interview process, and they are happy to provide the needed support.

What responsibilities does the Employee Relations Senior Analyst have regarding policy and compliance?

The responsibilities include staying updated on legislative changes, assessing and implementing policies, ensuring compliance with employment laws, and collaborating with HR partners to communicate and implement policies effectively.

Will the Employee Relations Senior Analyst be responsible for handling sensitive employee reports?

Yes, the analyst will discreetly handle sensitive employee reports and information as part of their responsibilities.

What is the role of the Employee Relations Senior Analyst in conducting internal reviews?

The analyst will provide backup coverage for conducting internal reviews related to discrimination, harassment, and other employee concerns, ensuring consistent and equitable processes are applied in these cases.

Tiffany & Co.

Expertly crafting jewelry for the world’s greatest love stories since 1837.

Retail & Consumer Goods
Industry
10,001+
Employees
1837
Founded Year

Mission & Purpose

In 1837 Charles Lewis Tiffany founded his company in New York City where his store was soon acclaimed as the palace of jewels for its exceptional gemstones. Since then TIFFANY & CO. has become synonymous with elegance, innovative design, fine craftsmanship and creative excellence. During the 20th century fame thrived worldwide with store network expansion and continuous cultural relevance, as exemplified by Truman Capote’s Breakfast at Tiffany’s and the film starring Audrey Hepburn. Today, with more than 13,000 employees, TIFFANY & CO. and its subsidiaries design, manufacture and market jewelry, watches and luxury accessories – including more than 5,000 skilled artisans who cut diamonds and craft jewelry in the Company’s workshops, realizing its commitment to superlative quality. The Company operates more than 300 TIFFANY & CO. retail stores worldwide as part of its omni-channel approach. To learn more about TIFFANY & CO. as well as its commitment to sustainability,