Employee Relations Team Lead (Plasma, AMER)

Are you a seasoned Employee Relations leader who thrives on solving complex workplace challenges while building and developing high-performing teams?

The Employee Relations Team Lead - Plasma is responsible for overseeing the end-to-end management of employee relations cases, coaching and developing ER Managers, ensuring consistent policy application, and supporting the design and implementation of ER strategies across the organization. The position actively leads the growth and development of ER team members to build a high performing team who successfully manage ER cases. The role ensures compliant, fair and timely resolution of ER matters. They may personally manage and resolve difficult employee relations cases and conflicts in the workplace. This position will also manage ER initiatives and programs to drive consistency when possible and customization as necessary. The Employee Relations Team Lead seeks to improve the employee experience while assessing and decreasing the risk to the company.

NOTE: this role is located in Boca Raton, FL with onsite expectations of 3 days/week. Relocation benefits are not available.

Core Responsibilities

EMPLOYEE/INDUSTRIAL RELATIONS

• Manage and develop a high performing team of Employee Relations staff members and oversee their ER case management. Lead, allocate, and oversee ER case handling across the team, ensuring adherence to policy, timelines and quality standards.
• Supervise that their staff members are meeting all compliance and process requirements, i.e., case selection, time to close, recording and documentation in systems, managing risk and ensuring all staff are treated fairly and with respect
• Provide support to team on complex and high-risk ER cases.
• Maintain and oversee ER case management systems, ensuring accurate documentation and reporting
• Personally manage difficult to complex ER cases to resolution independently and in collaboration with peers, ER management, respective HR Business partners, legal counsel, and other stakeholders
• Conducts confidential investigations into serious misconduct, such as harassment, discrimination, or other breeches of company policy. Gathers information, interviews relevant individuals, analyzes data, and prepares legally sound documentation to support all disciplinary and/or termination actions. Recommends a course of action based on the facts and coach management through the implementation of each action.
• Minimizes risk and exposure for CSL by maintaining fair, legally sound, fully documented, and unbiased approach when conducting investigations and implementing actions
• In Unionized / Works Council environments, facilitates resolution of labor grievances, disputes, employee issues and concerns in conjunction with HR site lead. Conducts investigations and coordinates arbitrations as appropriate. Interprets union-management collective bargaining agreements and represents management in the negotiation and settlement of grievances under established grievance procedures. Work may be directed by an Industrial Relations or Works Council Manager at certain locations
  
  

MEDICAL ACCOMMODATIONS

• Monitor team’s capability in managing accommodations effectively and sensitively.
• Manage medical accommodation process in conjunction with other CSL and external stakeholders.
• Facilitate interactive discussions with relevant HR Business Partners and medical experts
• Maintain compliance with medical accommodation related laws and internal ER policies (e.g. reasonable adjustments, disability-related adjustments).Teach and develop ER staff members on the management of medical accommodations
  
  

CORRECTIVE ACTION

• Ensure that the team is managing all corrective action cases fairly, consistently in line with ER policies, legal standards and CSL governance
• Advise and coach ER team on corrective action cases; including, progressive discipline, and performance improvement plans
• Educate business leaders on corrective action and subsequent annual review processes including SMART objectives. Emphasize to leaders the importance of early intervention and provide ongoing coaching and feedback
• Determine when formal investigations are required and progressive steps.
• Consults with managers on driving a culture of high performance and engagement at CSL
  
  

Job Requirements

• Bachelor’s Degree in Human Resource management, organizational psychology, law, industrial relations, business, or closely related field
• Minimum of 7 years’ experience as a HR Generalist, HRBP, Employee Relations Manager, Employment Law, Industrial Relations (or equivalent relevant experience working in a dynamic global organization)
• Proven ability to lead ER/HR professionals in matrixed, multi-location, and remote environments.
• High volume employee relations case management and resolution highly preferred
• Advanced expertise in employee relations, including investigations, conflict resolution, grievances and disciplinary management
• Strong knowledge of employment and labor law, regulatory compliance, and risk management
• Ability to manage entry and maintenance of case management system for self and team
• Good knowledge of HR processes and process improvement gained in a dynamic organization
• Experience in a global company in a matrixed reporting environment is preferred
• Labor Union or Works Council experience in complex environment
• Professional HR certification preferred