JOB DESCRIPTION

In this position...

The Director, Employee Relations, is accountable for budgets, performance, and results of the Employee Relations team across locations/departments under jurisdiction. The role provides guidance and advice regarding various Employee Relations matters that arise during business while ensuring compliance with relevant company HR policies, procedures, and programs. The role closely partners with senior HR leadership to address complex employee relations issues and collaborates with various departments. The role also designs effective communication strategies and oversees their implementation. The role has expertise in stakeholder and risk management, designing employee relations policies and standards in line with business priorities, and ensuring compliance further contributes to fostering a compliant and ethical work environment. The role has full management authority for staffing, performance, discipline, pay decisions, team development, and other personnel actions.

• Oversees the resolution of employee union and work council relations issues, such as conflicts, disputes, and disciplinary matters, with fairness and consistency, in a timely manner across locations. Ensures compliance with employment laws, regulations, and company policies. Actively participates in the development of collective bargaining agreements and associated negotiations with employee unions.
• Conducts projects that involve identifying innovative solutions for various issues pertinent to employee relations through exhaustive stakeholder management and risk analysis and evaluating multiple alternatives and their business implications. Leads associated interactions with various internal departments and units as well as external vendors, auditors, and consultants. Participates in change management programs for lean initiatives across plant locations.
• Leads the development of case quality standards, investigation procedures, and reporting templates to ensure great overall employee experiences. Monitors metrics around incidents, investigations, case conflicts, escalations, and resolutions and provides advice or liaises with different departments wherever necessary.
• Designs and oversees the implementation of performance management systems, including performance evaluations, goal setting, feedback mechanisms, succession planning, and performance improvement plans. Provides guidance and support to senior managers in addressing performance-related issues and/or workforce retrenchments.
• Oversees the resolution of all types of discrimination charges and complaints and leads briefings and meetings with legal counsel on lawsuit discovery and litigation preparation.
• Oversees the development of long-term plans for the achievement of employee relations goals and initiatives and develops departmental budgets, regularly monitors the same against actual performance for one or more locations/departments and develops strategies to adjust courses of action in case of variance. Leads associated presentations with Senior internal stakeholders.
• Leads the design of operating policies and protocols for the delivery of HR-specific communications and policies related to employee contracts, including employment terms and conditions, a code of conduct, workforce retrenchment, etc., whilst ensuring high employee motivation, morale, and a positive work environment.
• Establishes operating policies and procedures related to employee relations, conflict management, and workplace conduct in line with their interpretation of company-wide policies and procedures and sets protocols and SOPs around their updates at periodic intervals to ensure compliance with relevant laws, communicates effectively to employees, and consistently enforces them.
• Ensures the maintenance of accurate and confidential employee records and data related to employee relations matters.
• Performs talent management responsibilities, including staffing, performance, discipline, pay decisions, team development, and other personnel actions.

• Bachelor's Degree Business Administration, Human Resources, Organizational Development, or any other related discipline or commensurate work experience.
• Minimum 10 years of work experience with a Bachelor's degree, preferably in Employee Relations or a related field.
• 10+ years of work experience in union and manufacturing environment
• 10+ years of work experience in automotive manufacturing

• Master's Degree in Business Administration, Human Resources, Organizational Development, or any other related discipline or commensurate work experience.
• Minimum 8 years of work experience with a Master's degree, preferably in Employee Relations or a related field.
• Lean Methodology experience
• Transformational leadership in employee experience
• Certified Human Resource Professional (CHRP)
• Certified Change Management Professional (CCMP)
• Society for Human Resource Management Certified Professional (SHRM - CP)

• Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, standing, climbing, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment.

• Immediate medical, dental, vision and prescription drug coverage
• Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up childcare and more
• Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more
• Vehicle discount program for employees and family members and management leases
• Tuition assistance
• Established and active employee resource groups
• Paid time off for individual and team community service
• A generous schedule of paid holidays, including the week between Christmas and New Year's Day
• Paid time off and the option to purchase additional vacation time.