Celltrion Inc
The Employee Relations Associate supports a positive, respectful, and compliant workplace by partnering with employees and leaders to address concerns, conduct objective investigations, interpret and apply policies, and promote fair and consistent people practices. This role manages a wide range of employee relations matters—including performance issues, grievances, conduct concerns, harassment/discrimination complaints, and workplace conflicts—while helping strengthen organizational trust through data-driven insights, training, and continuous improvement of employee relations programs and policies.
Employee Relations Case Management & Conflict Resolution
Serve as a trusted point of contact for employees and managers seeking guidance on workplace issues, policy interpretation, and performance or conduct concerns.
Assess concerns and determine appropriate resolution paths (coaching, mediation, facilitated conversations, formal ER review, etc.).
Mediate workplace conflicts and support early intervention strategies to foster effective working relationships and a positive employee experience.
Manage ER cases end-to-end, ensuring thorough documentation, timely follow-up, and consistent outcomes.
Investigations & Complaint Response
Conduct objective, trauma-informed (as appropriate), and legally compliant investigations into complaints such as harassment, discrimination, retaliation, policy violations, and other misconduct.
Develop investigation plans, interview complainants/respondents/witnesses, gather and analyze evidence, and maintain accurate records.
Summarize findings in clear written reports and recommend appropriate next steps and corrective actions in collaboration with HR leadership and Legal (as applicable).
Ensure confidentiality and maintain professionalism, neutrality, and fairness throughout the investigation process.
Policy Interpretation, Compliance & Risk Mitigation
Interpret and apply company policies and procedures consistently; ensure practices align with applicable employment laws and internal standards.
Advise managers and HR partners on ER best practices, legal risk awareness, and equitable decision-making.
Maintain ER-related documentation, templates, and case management protocols.
Identify trends and potential risk areas and recommend proactive strategies/steps to address them.
Performance Management & Disciplinary Actions
Partner with managers and HR Business Partners to address performance and conduct issues, ensuring consistency, fairness, and proper documentation.
Provide guidance on corrective action decisions, including coaching plans, performance improvement plans (PIPs), written warnings, final warnings, and terminations.
Ensure disciplinary actions are aligned with policy, precedent, and compliance expectations.
Training, Communication & Culture Support
Contribute to ER training and awareness initiatives, such as respectful workplace, anti-harassment, performance management, and policy education.
Partner with HR Leadership to develop and update ER resources, toolkits, and communications to support managers and employees.
Provide guidance to leaders on conflict prevention, engagement, and building psychologically safe and inclusive teams.
Assist with employee engagement initiatives, including surveys, recognition programs, team-building activities, and communications to enhance workplace culture and morale.
Track ER case trends, outcomes, and root causes; maintain accurate dashboards or reports as needed.
Analyze data to identify systemic issues, recurring themes, or training/policy gaps and recommend improvements.
Support policy development and updates based on organizational needs, risk trends, and employee feedback.
Perform other duties and responsibilities as assigned by the supervisor or HR leadership.
Basic Requirements:
Bachelor’s degree in Human Resources, Business Administration, or a related field is required.
Minimum of 2 years’ experience in employee relations, HR, HRBP support, investigations, or a closely related HR function
Proven ability to conduct thorough workplace investigations and clearly document findings.
Solid understanding of employee relations best practices, including performance management, corrective action, and conflict resolution processes.
Strong policy interpretation and application skills, ensuring consistent and fair treatment across cases.
Excellent interpersonal and relationship-building skills, with the ability to navigate sensitive issues with empathy, discretion, and neutrality.
Exceptional written communication skills, including preparation of investigation summaries, case notes, and outcome documentation.
High attention to detail and strong organizational and time management skills, with the ability to manage multiple cases simultaneously.
Additional Preferences:
Prior HR experience in a GMP (Good Manufacturing Practices) environment.
Solid working knowledge of federal and state employment laws, including New Jersey–specific regulations.
Proven ability to handle sensitive employee information with discretion, professionalism, and confidentiality.
Highly adaptable, with the ability to quickly learn new processes, navigate system changes, and respond to evolving business needs.
Experience with reporting, HR analytics, and leveraging data to inform decisions.
Experience designing and delivering training programs or facilitating conversations with managers and employees.
This is an exempt, salaried role with an anticipated compensation range of $75,000 to $104,000.
Celltrion Branchburg, LLC offers a comprehensive benefits package that includes paid time off (holidays, vacation, and additional leave), medical, dental, and vision insurance, life insurance, a company-matched retirement savings plan, wellness programs, and short- and long-term disability coverage. The position may require travel, on-call availability, and could involve shift work. Hybrid work flexibility may be available based on business needs; relocation assistance is not provided.
Celltrion is an EEO/Affirmative Action Employer and does not discriminate on the basis of age, race, color, religion, gender, sexual orientation, gender identity, gender expression, national origin, protected veteran status, disability or any other legally protected status.
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Employee Relations Case Management & Conflict Resolution
Serve as a trusted point of contact for employees and managers seeking guidance on workplace issues, policy interpretation, and performance or conduct concerns.
Assess concerns and determine appropriate resolution paths (coaching, mediation, facilitated conversations, formal ER review, etc.).
Mediate workplace conflicts and support early intervention strategies to foster effective working relationships and a positive employee experience.
Manage ER cases end-to-end, ensuring thorough documentation, timely follow-up, and consistent outcomes.
Investigations & Complaint Response
Conduct objective, trauma-informed (as appropriate), and legally compliant investigations into complaints such as harassment, discrimination, retaliation, policy violations, and other misconduct.
Develop investigation plans, interview complainants/respondents/witnesses, gather and analyze evidence, and maintain accurate records.
Summarize findings in clear written reports and recommend appropriate next steps and corrective actions in collaboration with HR leadership and Legal (as applicable).
Ensure confidentiality and maintain professionalism, neutrality, and fairness throughout the investigation process.
Policy Interpretation, Compliance & Risk Mitigation
Interpret and apply company policies and procedures consistently; ensure practices align with applicable employment laws and internal standards.
Advise managers and HR partners on ER best practices, legal risk awareness, and equitable decision-making.
Maintain ER-related documentation, templates, and case management protocols.
Identify trends and potential risk areas and recommend proactive strategies/steps to address them.
Performance Management & Disciplinary Actions
Partner with managers and HR Business Partners to address performance and conduct issues, ensuring consistency, fairness, and proper documentation.
Provide guidance on corrective action decisions, including coaching plans, performance improvement plans (PIPs), written warnings, final warnings, and terminations.
Ensure disciplinary actions are aligned with policy, precedent, and compliance expectations.
Training, Communication & Culture Support
Contribute to ER training and awareness initiatives, such as respectful workplace, anti-harassment, performance management, and policy education.
Partner with HR Leadership to develop and update ER resources, toolkits, and communications to support managers and employees.
Provide guidance to leaders on conflict prevention, engagement, and building psychologically safe and inclusive teams.
Assist with employee engagement initiatives, including surveys, recognition programs, team-building activities, and communications to enhance workplace culture and morale.
Track ER case trends, outcomes, and root causes; maintain accurate dashboards or reports as needed.
Analyze data to identify systemic issues, recurring themes, or training/policy gaps and recommend improvements.
Support policy development and updates based on organizational needs, risk trends, and employee feedback.
Perform other duties and responsibilities as assigned by the supervisor or HR leadership.
Basic Requirements:
Bachelor’s degree in Human Resources, Business Administration, or a related field is required.
Minimum of 2 years’ experience in employee relations, HR, HRBP support, investigations, or a closely related HR function
Proven ability to conduct thorough workplace investigations and clearly document findings.
Solid understanding of employee relations best practices, including performance management, corrective action, and conflict resolution processes.
Strong policy interpretation and application skills, ensuring consistent and fair treatment across cases.
Excellent interpersonal and relationship-building skills, with the ability to navigate sensitive issues with empathy, discretion, and neutrality.
Exceptional written communication skills, including preparation of investigation summaries, case notes, and outcome documentation.
High attention to detail and strong organizational and time management skills, with the ability to manage multiple cases simultaneously.
Additional Preferences:
Prior HR experience in a GMP (Good Manufacturing Practices) environment.
Solid working knowledge of federal and state employment laws, including New Jersey–specific regulations.
Proven ability to handle sensitive employee information with discretion, professionalism, and confidentiality.
Highly adaptable, with the ability to quickly learn new processes, navigate system changes, and respond to evolving business needs.
Experience with reporting, HR analytics, and leveraging data to inform decisions.
Experience designing and delivering training programs or facilitating conversations with managers and employees.
This is an exempt, salaried role with an anticipated compensation range of $75,000 to $104,000.
Celltrion Branchburg, LLC offers a comprehensive benefits package that includes paid time off (holidays, vacation, and additional leave), medical, dental, and vision insurance, life insurance, a company-matched retirement savings plan, wellness programs, and short- and long-term disability coverage. The position may require travel, on-call availability, and could involve shift work. Hybrid work flexibility may be available based on business needs; relocation assistance is not provided.
Celltrion is an EEO/Affirmative Action Employer and does not discriminate on the basis of age, race, color, religion, gender, sexual orientation, gender identity, gender expression, national origin, protected veteran status, disability or any other legally protected status.
#J-18808-Ljbffr