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Manager, Employee Relations

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Tiffany & Co.

19d ago

  • Job
    Full-time
    Senior & Expert Level
  • Legal
    People, HR & Administration
  • New York

AI generated summary

  • You need 7-10 years in HR/Employee Relations, strong labor law knowledge, project management skills, discretion in conflict resolution, and experience in investigations.
  • You will advise on employee relations matters, ensure compliance, conduct investigations, develop policies, collaborate with HR, and drive communication and training initiatives.

Requirements

  • 7-10 years of either HR/Employee (or Labor) Relations/Employment law experience
  • Strong knowledge of laws and regulations relating to labor and employment.
  • 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.
  • Excellent verbal and written communication skills
  • Demonstrated experience conducting investigations and managing ER cases.

Responsibilities

  • Provide advice to all business units in the market on topics ranging from policy interpretation, internal investigations, performance management, harassment, discrimination, retaliation, unfair dismissal, reductions in workforce and more.
  • Ensure employment practices for assigned divisions and regions are up to date, legally compliant and meet the requirements of company standards.
  • Ensure consistent application of policies and procedures and provide guidance on best practices, solutions, and ways to mitigate risks.
  • Maintain an in-depth knowledge of legislative trends and legal updates to advise the market accordingly.
  • Serve as a strategic partner to HRBP for the planning, design, development, implementation, management, and administration of the employee relations programs in the assigned divisions and regions.
  • Review and advise on discipline and termination documentation, grievance invitations and outcomes and employee consultation letters across the organization - tailoring and delivering recommendations in an effective way to help influence the right outcomes with stakeholders while mitigating risk to the Company.
  • Assist with supporting documentation for all reductions in force, restructures, and ad-hoc position eliminations.
  • Develop and maintain key internal partnerships – legal, internal audit, and security.
  • Conduct internal investigations within the market and zone on matters such as discrimination, harassment, bullying, working conditions, unfair dismissal, retaliation, wage and hour violations, disciplinary actions, and employee and applicant appeals and grievances.
  • 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.
  • 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.) for assigned divisions and regions to ensure compliance with applicable local employment laws and regulations.
  • Ensure that employee relations procedures and systems are compliant with local, state, and federal law.
  • Drive direct leadership of ER strategies and initiatives through the development of strong employee communication channels and strategically aligned business partner relationships to support a broader people risk management agenda.
  • Create, maintain, and manage the reduction in workforce strategy locations (including the development of a Reduction in Force manual that provides clear guidance on severance payments and packages, notification discussions and required reporting).
  • Drive a “continuous improvement” culture within Employee Relations function.
  • In conjunction with the rest of the Global Employee Relations team, create and deliver 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) for the North America Retail division.
  • Leverage metrics, tools, data, and resources to help identify ER and organizational effectiveness trends, insights and proactive strategies that assist with increasing engagement and reducing risk (may include internal processes, identification, and selection of vendors, etc.).

FAQs

What is the location of the Employee Relations Manager position?

The position is in-person at our corporate headquarters in New York, NY.

What qualifications are required for the Employee Relations Manager role?

The position requires 7-10 years of HR/Employee (or Labor) Relations/Employment law experience, strong knowledge of laws and regulations relating to labor and employment, excellent project management skills, and experience conducting investigations and managing ER cases.

What are the key responsibilities of the Employee Relations Manager?

Key responsibilities include providing consultation on ER compliance, conducting internal investigations, owning policy and procedure compliance, delivering training, and managing employee relations case management metrics and reporting.

Is there an opportunity for bonuses in this role?

Yes, management is eligible for bonuses in addition to the base salary.

What type of training will the Employee Relations Manager provide?

The Employee Relations Manager will create and deliver training on topics such as harassment, discrimination, retaliation, and working conditions to improve employee knowledge and minimize risk.

How does this role contribute to mitigating risks within the organization?

This role is responsible for implementing globally aligned best practices to ensure compliance and fairness on employee-related matters, thereby helping to mitigate risks for the organization.

What is the hiring salary range for the Employee Relations Manager position?

The hiring range for this position is between $122,485 and $150,000, depending on the candidate's relevant skills and experience.

Will the Employee Relations Manager collaborate with other departments?

Yes, the Employee Relations Manager will collaborate with market leaders and cross-functional stakeholders to address employee concerns and support various HR initiatives.

What types of employee relations matters will the Employee Relations Manager address?

The manager will address matters related to policy interpretation, internal investigations, performance management, harassment, discrimination, retaliation, and employment terminations.

How important is communication in this role?

Excellent verbal and written communication skills are essential for effectively conveying recommendations and influencing positive outcomes with stakeholders.

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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,