Principal Employee Relations Specialist.
2 weeks ago
Careers that Change Lives
At Medtronic, we push the limits of what technology can do to make tomorrow better than yesterday and that makes it an exciting and rewarding place to work.
The ER Partner works directly with leaders, managers and employees to provide advice and coach both parties on all employee relations issues.
ER Partner provides strong partnership on performance management, disciplinary processes, restructuring activity, legal issues, investigations, conflict management, policy interpretation, etc. Work involves assessing and resolving complex employee relations matters ensuring consistency across client groups and alignment with Medtronic practices.
ER Partner ensures an equitable and consistent approach to Medtronic's policies and procedures, thus promoting a positive culture within the business, while minimizing risks. The partner provides a single point of contact for employee relations issues to ensure clear communication and efficiency in resolving matters.
A Day in the Life
You will serve as the single point of contact for employee relations for MEIC, India and Malaysia. You will work closely with Country and BU leadership in India & Malaysia to build strong relationships between employees and managers. You will be working a proactive, strategic approach to employee relations by identifying higher-level employee relations trends, recommending solutions that address root cause of issue, and partnering with leadership on execution. You will be the key partner to leaders in driving employee relations strategies, while maintaining a neutral position. A key component of your role includes national strategic projects to continue building the employee relations function and developing processes, as well as building manager skill sets.Must Have
Job Responsibilities
Provides business leaders strong partnership on employee relations strategies, identifying trends, recommending solutions, and driving proactive change in the organization. Partners on efforts around building manager skill sets to maximize talent. Manages complex, strategic projects to improve processes, drive consistency, increase efficiency, and enhance organizational performance. Provides proactive recommendations on employee relations strategies and solutions; develops processes and programs to progress development of the employee relations function. Identifies trends in employment practices and advises on appropriate proactive action and training opportunities. Effective case management of people related issues such as: ER issues, disciplinary actions, legal issues (harassment, discrimination etc), performance management (including Performance Improvement Plans and Coaching plans), policy interpretation and investigations. Provides counsel and facilitates prompt and effective resolution of workplace conflict to address issues for employees, managers, and leaders in a manner consistent with Medtronic policies, practices and legal considerations. Utilizes various conflict management techniques, including training, mediation, conflict coaching, etc. Consults and coaches managers/leaders on complex employee relations, performance management, reorganization/reduction issues spanning all levels within the organization. Provides advice and counsel to managers and leaders regarding personnel practices, policy, and employment laws. Partners with Legal and/or, Compliance, Audit in conducting investigations, researches policies/practices, creates and gathers documentation, makes determinations and implements resolutions when applicable. Identifies best practices and learning lessons to influence change and improvement in the organization. Proactively reduces Employee Relations related risk through risk assessments and actionable feedback. Conduct training and coaching of managers on skills and techniques. Develops effective relationships with the business to promote good employee relations across the organization. Interacts with HR Business Partners, and other HR functions, to ensure a high level of employee satisfaction & engagement and appropriately plans, facilitates and monitors Employee Programs Utilizes data to analyze and give visibility to trends and take action. Leverages change management principles in accomplishing key objectives and managing projects. Maintains strict confidentiality throughout conversations and investigations. Manage highly confidential human resources information and exercise sound judgment in handling or working with confidential data and situations. Ensures that the Company operates within current and local employment law, policies and procedures, and applies good practice, creating and sustaining our reputation as a good employer, eg. by advising employees and managers appropriately. Maintains strong business acumen, while maintaining objectivity in work. Support other locations with ER work as needed. May be required to travel to other locations to provide support.Must Have
Minimum Qualification
University Degree in Human Resources Management or related field Minimum 12-15 years’ of progressive HR work experience including ER issues, disciplinary actions/proceedings, legal issues (harassment, discrimination, leave etc), performance management (including Performance Improvement Plans and Coaching plans), Conflict management; policy interpretation and investigations Experience in employee relations Demonstrated knowledge of employment/labor law Demonstrated knowledge of ER procedures and processes Proficiency in English and Good Communication Skills Advanced working knowledge of Microsoft Office Demonstrated experience required with skill, tact, influence, judgment, and/or negotiation skills to accomplish objectives.Principal Working Relationship
This role works closely with the in-house legal team/external legal counselor, Compliance, Audit, the wider Human Resources community and with clients to deliver an equitable, consistent ER service, both minimizing risk to the business and aligning work to meet business needs.
Must Have
Minimum Qualification
University Degree in Human Resources Management or related field Minimum 12-15 years’ of progressive HR work experience including ER issues, disciplinary actions/proceedings, legal issues (harassment, discrimination, leave etc), performance management (including Performance Improvement Plans and Coaching plans), Conflict management; policy interpretation and investigations Experience in employee relations Demonstrated knowledge of employment/labor law Demonstrated knowledge of ER procedures and processes Proficiency in English and Good Communication Skills Advanced working knowledge of Microsoft Office Demonstrated experience required with skill, tact, influence, judgment, and/or negotiation skills to accomplish objectives.Principal Working Relationship
This role works closely with the in-house legal team/external legal counselor, Compliance, Audit, the wider Human Resources community and with clients to deliver an equitable, consistent ER service, both minimizing risk to the business and aligning work to meet business needs.
Nice to Haves
Excellence in written and verbal communication skills Takes initiative to complete work tasks and works well in a team environment Ability to provide strategic, proactive partnership to leaders Ability to initiate and lead process improvementsYour Answer
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