Employee Relations Partner
The Employee Relations Partner will help resolve various employee relations matters as they arise, support and advise the HR function, identify and diagnose trending issues or conflicts, and help develop creative, business-savvy solutions via training, coaching, and processes. This position reports to the Global Head of Employee Standards and Relations, and will extensively support and partner closely with HR Business Partners, the Learning and Development team, and other COE functions (Compensation, People Analytics, Diversity and Inclusion, and HR Operations) within HR.
This role has global reach, and will be responsible for helping build out international ER capabilities. Some domestic and/or international travel may be required.
Specific duties include:
- Conduct internal U.S. and Overseas investigations involving workplace conflicts or allegations of policy and/or legal violations; work to ensure issues are properly identified, reported, investigated and resolved.
- Assist in developing a model for global Employee Relations support and compliance with local country laws and practices
- Make recommendations based on assessment of trend and root cause analysis.
- Help draft internal policies and protocols relating to employees
- Provide interpretation of human resource policies, rules, and processes.
- Support learning initiatives, including content development, material preparation, and/or co-facilitation of trainings on relevant subject matter (i.e. legal requirements, best practices, cross-border management, investigation protocols, anti-harassment/bullying, etc.)
- Partner with various functions including Legal and within Human Resources (i.e. Analytics, Learning and Organizational Development, Compensation, HR Operations, Diversity and Inclusion) to execute business-specific People strategies.
- Provide advice and counsel to managers (and/or support HRBPs in doing same) and employees to ensure correct application and integration of policies on issues with particular risk.
- Follow investigative protocols (i.e. gathering, preserving, documenting, and analyzing information and data relevant to reported issues).
- Support internal projects and programs.
- Create, review, update ER- and HR-related tools and templates.
- Maintain and protect confidential data with great discretion, judgment, and professionalism.
- Other duties and projects as assigned, in line with the role.
You will report to the Senior Employee Relations Partner Manager, with day-to-day direction from Senior-most members of the Employee Relations team.
Desired qualifications include:
- Strong problem-solving skills.
- Ability to interact with and influence in all functions and at all levels of the organization.
- Willingness to "roll up your sleeves," and get work done.
- Strong business orientation coupled with a genuine desire to promote a fair and positive work environment for all employees.
- Good project management skills.
- Good presentation skills and facilitation experience.
- An eye toward innovation.
- Excellent organizational and interpersonal skills.
- Excellent writing skills.
- Detail - oriented, especially with regard to effectively managing and documenting employee relations issues and investigations.
- Able to manage multiple priorities independently and keep current with workload.
Experience and Qualifications:
- Minimum 5+ years experience directly managing complex employee relations issues, with more experience desired
- MBA/MA, SPHR, GPHR, or HRCI strongly preferred
- Substantive workplace investigative training and experience required
- JD with some applicable practice strongly preferred
Knowledge, Skills, and Abilities:
- Capability to apply discretion and sound judgment in managing complex processes, decisions and handling sensitive information.
- Exceptional coaching, facilitation, and conflict resolution skills.
- Extensive experience managing complex employee relations issues, including HR workplace investigations.
- Strong influencing skills leveraging business acumen, expertise and data.
- Ability to identify relevant stakeholders, build trust, and provide sound advice.
- Strong analytical and problem solving skills. Ability to analyze data, understand trends and develop recommendations for action based on the analysis.
- Strong working knowledge of employment laws and regulations (ADA, EEO, FMLA) and the ability to appropriately spot employment risk issues
- Knowledge of fundamental HR practices across ER, staffing, management practices, organizational effectiveness, compensation, and talent management.
- Comfortable working hands-on to solve problems.
After you apply, a recruiter may reach out to you for an introductory call.
If your background is a match for the role, you may phone interview with 1-2 people.
If you continue through the process, you will come onsite 1-2 times to interview with a total of 5-10 people.
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