ER & Policies Associate Manager

Job description

Role Summary The Employee Relations & Policies – L8 role is a Associate manager‑level position responsible for independently managing complex employee relations matters , providing policy and ER advisory to senior stakeholders , leading investigations and disciplinary decisions , and driving ER governance, risk mitigation, and process excellence . The role acts as a trusted advisor to HR and business leadership , with a strong focus on fairness, compliance, and risk management . Key Responsibilities Employee Relations & Case Management • Independently manage complex and sensitive ER cases, including misconduct, grievances, ethical concerns, and policy violations. • Lead end‑to‑end investigations (fact finding, interviews, documentation, assessment, recommendations, and closure). • Handling sensitive cases involving mental health issues, police matters, court proceedings, and similar concerns. • Recommend and execute appropriate disciplinary actions, not limited to warnings, final actions, or terminations. • Ensure timely, fair, and consistent resolution of cases while minimizing business, reputational, and legal risk. • Participate in change management initiatives that require strategic involvement from ER. Policy Interpretation & Advisory • Provide expert interpretation of HR policies, Code of Business Ethics, and internal governance standards. • Advise HRBPs and business leaders on policy application, employee risk, and ER strategy. • Drive policy communication, awareness, and adherence across the organization. Stakeholder & Leadership Engagement • Interact directly with senior HR leaders and business leadership as a trusted ER advisor. • Exercise independent judgment on ER decisions with significant day‑to‑day and long‑term impact. • Partner closely with Legal, Compliance, Ethics, and CI teams, including BEL and litigation‑sensitive matters. Risk Mitigation & Governance • Proactively identify trends, repeat risks, and systemic issues to prevent escalations and litigations. • Ensure timely escalation to Legal for potential or active litigation matters. • Participate in ER governance, audits, internal controls, and compliance reviews. • Drive process improvements, audit closures, and action plan management. Behavioral Assessment & Human‑Centered Approach • Apply behavioral insight to assess intent, context, and conduct • Differentiate capability, behavior, and misconduct concerns • Lead empathetic, professional employee interactions • De-escalate sensitive situations effectively • Promote fair and dignified outcomes within HR boundaries People & Team Responsibilities • Manage and guide a medium‑sized ER team (directly or matrixed – organization decision). • Coach and support team members, including acting as a buddy or back‑up during leadership absence. • Ensure workload management, quality, consistency, and capability uplift within the team. Decision‑Making Authority • Acts independently on ER decisions within defined governance. • Decisions have lasting impact on employees, teams, and organizational risk posture. • Solutions are not limited to disciplinary actions and may include corrective, preventive, or restorative approaches. Key Skills & Competencies Functional • Strong expertise in Employee Relations, Investigations, and HR Policies • Solid understanding of employment law principles and internal compliance • Risk assessment and mitigation • Documentation and case articulation Behavioral / Psychology‑Driven • Strong emotional intelligence and active listening • Ability to assess behavior, motivation, and situational context • Calm, grounded handling of sensitive or distressing scenarios • Balanced application of empathy and accountability Experience & Qualifications • Typically 8–12 years of HR / ER experience, with significant hands‑on ER exposure • Experience or academic background as a counseling psychologist is preferred • Education or experience in Psychology, Counseling, Social Work, or Behavioral Sciences (preferred) • Prior experience managing complex investigations and senior‑stakeholder cases • Experience working in large, matrixed organizations • HR / Law background preferred (not mandatory) Level Indicators (L8) • Operates with minimal supervision • Manages complex cases and teams (organization discretion) • Influences outcomes beyond own scope • Recognized as a subject‑matter expert in ER & Policies Role Boundaries (Important Clarity) • The role does not provide clinical counseling or therapy • Psychology background is applied to better decision‑making, conversations, and outcomes, not medical or therapeutic intervention • All actions remain within HR, policy, and governance frameworks