Director, Talent Relations

sion, vision, and values.

• Provide strategic guidance to senior leadership and HR teams on complex employee relations issues and legal matters, ensuring fair and equitable treatment of employees across the organization.

• Lead conflict resolution efforts, including mediating disputes, managing grievances, and promoting positive employee-employer relationships.

• Foster a culture of transparency, trust, and open communication, addressing issues proactively before they escalate.

Risk Management, Investigations, and Incident Resolution:

• Conduct and oversee the investigation and resolution of employee relations matters, including claims of harassment, discrimination, retaliation, or other violations of company policies and applicable laws.

• Provides strategic oversight and guidance for the team's handling of employee relations matters, ensuring thorough, objective, and legally sound investigations. Reviews complex cases, provides expert counsel, and ensures adherence to established protocols. Partners with HR Business Partners and Legal to manage sensitive or high-risk situations.

Training and Development:

• Develop and implement training programs for employees, managers, and leaders on compliance, employee relations, ethics, and company policies.

• Ensure that training programs address key areas such as harassment, discrimination, diversity and inclusion, and conflict resolution, and are tailored to meet the needs of various global markets.
  Equip HR teams and leadership with the tools to manage employee relations issues effectively, in compliance with all legal standards.

Global Coordination and Communication:

• Ensure alignment and consistency of employee relations strategies and compliance initiatives across all regions and markets.

• Work closely with local HR teams to adapt global strategies to meet the specific legal and cultural needs of various regions.

• Maintain open communication with employees, leadership, and other stakeholders to ensure transparency in employee relations matters and company policies.

Stakeholder Management and Reporting:

• Serve as the primary liaison between executive leadership, HR, legal, and compliance teams regarding employee relations and compliance issues.

• Report regularly to senior leadership and the board on key compliance issues, risks, and employee relations metrics.

• Provide regular updates on the status of ongoing compliance projects, investigations, and employee relations trends.

Minimum Qualifications

• Bachelor's degree in Business, HR, or Legal

• A minimum of 10 years of professional full-time experience is required to perform the role

• Aptitude to work with several technology platforms

• Knowledge and understanding of Microsoft's standard suite of work solutions - Word, Excel, PowerPoint, Outlook, etc.

• Excellent writing, documentation, and editing skills

• Strong communication/presentation skills and ability to communicate effectively with all levels of leadership, particularly at executive levels in the business

• Strong working knowledge of employment laws and regulations at state and federal levels

• Proficiency in collecting, analyzing, and interpreting complex data

• Ability to work through complex talent matters bringing resolution in a calm and professional manner

• Seen as a trusted advisor and demonstrates ability to partner and influence others without direct authority when resolving employee relations matters

• Strong leadership skills to lead and manage others

• Ability to thrive in a complex organization and work well in a fast-paced, team-oriented environment

• Demonstrate sensitivity to geographical and cultural differences

Preferred Qualifications

• Master's degree in Business, HR, or Legal

• Prefer 10-12 years of professional full-time experience

• PHR or SPHR preferred

Minimum Years of Experience

10

Travel Requirements

10%

Required Level of Education

Bachelor's Degree

Preferred Level of Education

Master's Degree

Major/Concentration

Business, HR, or Legal