Sr Manager - Employee Relations
Scorpion Therapeutics, Plainsboro Center, New Jersey, United States
Role Summary
The Sr. Manager, Employee Relations, is pivotal in ensuring consistent and thorough management of Employee Relations processes (including corrective action) across the business areas of support. They are responsible for consulting with management on best practices for coaching, performance and behavioral concerns while ensuring clarity, consistency and fairness. They are responsible for ensuring issues are guided by the Company’s policies, practices and the Novo Nordisk Way Essentials and consistently promotes the fair and equitable treatment of employees involved in the corrective action processes. Responsibilities
Consults with management to facilitate open dialogue between employees to ensure everyone feels heard and understood Partners with HR Business Partners to provide guidance to managers that will enable them to demonstrate accountability for their teams and work environment Ensures consistent interpretation and application of Novo Nordisk policies and practices in all aspects of the employment relations and related ER case handling Mitigates risk to the organization by resolving complex and sensitive Employee Relations related issues Conducts investigations into workplace issues, ensuring fairness and compliance with company policies and laws Facilitates discussions to work to resolve conflicts between employees, acting as a neutral party Helps design and implement programs and training to improve working relationships, performance and engagement Keep abreast of changes in laws and regulations ensuring that company policies and practices are applied Tracks trends and patterns in employee relations, identifying areas where improvements can be made Manages ER data in order to identify, measure, and analyze functional, organizational, and systemic performance trends Provides guidance, coaching and recommendations to management on discipline as required and in accordance with the Company’s Disciplinary and Termination Policy Builds strong partnerships with HR Business Partners, Employment Law, Compliance and other internal partners to foster trust and accountability Conducts intakes to summarize the issue to then identify a plan to resolve Prepares scripts and speaking points to assist managers with challenging conversations Consults with HR Business Partners on complex and sensitive organizational design situations relating to displacements and placements when involving employees and prepares speaking points to assist managers with challenging conversations Qualifications
Required: Bachelor's Degree from an accredited university or equivalent education; or High School Diploma or GED with eleven years of specialized HR function experience substituted for degree when appropriate Required: Minimum of seven years of HR experience (e.g., Talent Acquisition, HR Business Partner, HR Generalist); four years of Employee Relations experience preferred including experience that involved conducting investigations Required: Practical experience in employee relations, HR management, or related areas Required: Solid working knowledge of HR policies, procedures, and federal legislation related to employment practices and general HR administration Required: Demonstrated performance in consulting with line managers in matters relating to employee development, performance management and general HR Required: Demonstrated strategic ability and broad knowledge of performance management practices and approaches Required: Ability to identify and resolve employee relations issues, make sound decisions, and maintain confidentiality Required: Experience analyzing data and presenting to leaders on trends and solutions that improve business performance Required: Excellent interpersonal and communication skills to build rapport, resolve conflicts effectively, and communicate with employees at all levels Skills
Strong advisory and coaching capabilities for managers on employee performance and behavioral concerns Ability to conduct fair and compliant investigations Data analysis and trend identification related to employee relations Effective stakeholder management and collaboration across HR and legal/compliance functions Excellent written and verbal communication Education
As listed in Qualifications: Bachelor's degree or equivalent education; alternative with extensive HR experience as described Additional Requirements
Travel: 10-20% overnight travel required
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The Sr. Manager, Employee Relations, is pivotal in ensuring consistent and thorough management of Employee Relations processes (including corrective action) across the business areas of support. They are responsible for consulting with management on best practices for coaching, performance and behavioral concerns while ensuring clarity, consistency and fairness. They are responsible for ensuring issues are guided by the Company’s policies, practices and the Novo Nordisk Way Essentials and consistently promotes the fair and equitable treatment of employees involved in the corrective action processes. Responsibilities
Consults with management to facilitate open dialogue between employees to ensure everyone feels heard and understood Partners with HR Business Partners to provide guidance to managers that will enable them to demonstrate accountability for their teams and work environment Ensures consistent interpretation and application of Novo Nordisk policies and practices in all aspects of the employment relations and related ER case handling Mitigates risk to the organization by resolving complex and sensitive Employee Relations related issues Conducts investigations into workplace issues, ensuring fairness and compliance with company policies and laws Facilitates discussions to work to resolve conflicts between employees, acting as a neutral party Helps design and implement programs and training to improve working relationships, performance and engagement Keep abreast of changes in laws and regulations ensuring that company policies and practices are applied Tracks trends and patterns in employee relations, identifying areas where improvements can be made Manages ER data in order to identify, measure, and analyze functional, organizational, and systemic performance trends Provides guidance, coaching and recommendations to management on discipline as required and in accordance with the Company’s Disciplinary and Termination Policy Builds strong partnerships with HR Business Partners, Employment Law, Compliance and other internal partners to foster trust and accountability Conducts intakes to summarize the issue to then identify a plan to resolve Prepares scripts and speaking points to assist managers with challenging conversations Consults with HR Business Partners on complex and sensitive organizational design situations relating to displacements and placements when involving employees and prepares speaking points to assist managers with challenging conversations Qualifications
Required: Bachelor's Degree from an accredited university or equivalent education; or High School Diploma or GED with eleven years of specialized HR function experience substituted for degree when appropriate Required: Minimum of seven years of HR experience (e.g., Talent Acquisition, HR Business Partner, HR Generalist); four years of Employee Relations experience preferred including experience that involved conducting investigations Required: Practical experience in employee relations, HR management, or related areas Required: Solid working knowledge of HR policies, procedures, and federal legislation related to employment practices and general HR administration Required: Demonstrated performance in consulting with line managers in matters relating to employee development, performance management and general HR Required: Demonstrated strategic ability and broad knowledge of performance management practices and approaches Required: Ability to identify and resolve employee relations issues, make sound decisions, and maintain confidentiality Required: Experience analyzing data and presenting to leaders on trends and solutions that improve business performance Required: Excellent interpersonal and communication skills to build rapport, resolve conflicts effectively, and communicate with employees at all levels Skills
Strong advisory and coaching capabilities for managers on employee performance and behavioral concerns Ability to conduct fair and compliant investigations Data analysis and trend identification related to employee relations Effective stakeholder management and collaboration across HR and legal/compliance functions Excellent written and verbal communication Education
As listed in Qualifications: Bachelor's degree or equivalent education; alternative with extensive HR experience as described Additional Requirements
Travel: 10-20% overnight travel required
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