Business Partnership: 

Collaborate closely with business leaders and HR business partners to understand their specific needs and align HR practices with business objectives. Provide guidance and support to business leaders on employee relations matters, including performance management, disciplinary actions, grievances, reasonable accommodations and conflict resolution. Coach and influence HR Business Partners on interventions required for individuals, managers, and/or teams on preventing employee relations risks, effective management of performance cases, giving performance feedback, and increasing employee engagement. Guide HR Business Partners (HRBPs) in handling simple employee relations cases based on the employee relations hierarchy and investigation mechanisms.

  

Employee Relations: 

Oversee and guide employee relations activities in North America region ensuring fair and consistent treatment of employees and compliance with relevant laws and regulations. Effectively manage ER cases including investigations, disciplinary issues, reasonable accommodations, interpersonal employee conflicts, underperformance, involuntary exits (including reduction in force) and other employee-related matters to successful resolution. Serve as a trusted advisor in the employee experience by building and facilitating ER and compliance processes that emphasize fair, consistent, and respectful outcomes. Lead and own the end-to-end resolution of complex employee relations issues. Conduct reviews and investigations on sensitive workplace issues and employee relations matters. For severe and non-compliant employee relations cases, involve the legal department in investigations, fostering close collaboration to ensure compliance and mitigate legal risks.

  

HR Compliance: 

Stay current with US and Canada employment laws and regulations. Manage and ensure compliance with all employment law regulations, social relations and practices for countries in North America.. Proactively identify, manage and monitor risks and propose improvements and risk mitigation strategies. Interpret, communicate and maintain ER policies and processes. Responsible for creating regional ER policies to include updating regional North American employee handbooks. Partner with Legal partners to ensure company policies and practicesComply with applicable country and local laws and regulations. Recommend policy changes and enhancements based on investigation findings and emerging trends. Conduct periodic compliance audits to identify and address potential compliance gaps and recommend appropriate actions to mitigate risks. Collaborate with legal and HR teams to design and implement ER and HR compliance training programs tailored for HR, employees, and managers. 

Documentation and Reporting: 

Maintain precise records of employee relations and compliance activities while ensuring the accuracy and confidentiality of information. Prepare reports on HR compliance and employee relations metrics for management review. Ensure proper documentation of investigations, grievances, resolutions, reasonable accommodations, and compliance efforts.