The Senior Employee Relations Manager (ERM) provides expert advice and guidance and drives the application of sound strategies to resolve difficult and/or sensitive work place matters. The Senior ERM works in consultation with the Employment Law Group to promote the consistent application of HR policies and procedures and compliance with federal and state employment laws and regulations.
The Senior ERM also collaborates with other HR functional areas to develop and implement integrated employee relations’ strategies that are consistent with business goals and objectives. Other responsibilities include conducting internal investigations in response to employment-related
complaints; providing guidance on effective and consistent performance management strategies and corrective action; building data into findings to identify trends and patterns; and leading or participating on departmental and/or cross-functional special project teams.
The Senior ERM applies advanced theoretical knowledge and independent judgment to resolve challenging workplace issues and establish innovative employee relations’ strategies that further the organizational objectives of the assigned client group. Because of the complex nature of the work, the Senior ERM’s actions and decisions may have a significant effect on long-range goals of the client group and on the company’s ability to manage risk for employee-related issues/claims. The Senior ERM partners closely with the Employment Law Group, Health Care Compliance Office, Security, HR Business Partners, and HR COE’s to provide guidance to the business leaders within the client organization.
PRIMARY DUTIES AND RESPONSIBILITIES:
Act as the single point of contact for all employee relations matters within assigned client group.
Act as the primary investigator of employee complaints, including, but not limited to those involving allegations of discrimination, sexual harassment and/or hostile work environment.
In consultation with the Legal Department, work with clients to ensure compliance with company policies and applicable employment laws and serve as a company resource for effective risk mitigation strategies
Continually assess employee relations programs to ensure that the organization is current with industry and internal best practices.
Identify opportunities to instill sound ER practices that are in alignment with company goals and objectives.
Effective, timely and consistent utilization of the Employee Relations case management system
Monitor and analyze ER data, and make strategic recommendations including actively driving training, systems and process improvements.
In partnership with Legal, research and respond to external governmental agencies complaints and charges.
Conduct ER investigations; Respond to gCom complaints; Provide litigation support and participate in depositions if needed.
Contribute to cross-organizational reviews of broad-based HR programs; Participate in the establishment of new and/or refinement of existing HR policies, practices and standards.
Provide coaching, direction and identify training and development for the ER Team and other members of the HR organization to promote skill development and greater awareness and knowledge of effective ER practices.
Work on specialized projects at the request of the Senior VP of Human Resources, Senior Director of Human Resources, and/or Director of Employee Relations.
HR QUALIFICATIONS AND REQUIRED MINIMUM EDUCATION AND EXPERIENCE:
Bachelor’s Degree or equivalent work experience.
10 to 15 years of progressively responsible HR and/or business experience, which includes at least 7 years’ experience working on highly complex employee relations’ issues.
Proven track record in consistently meeting or exceeding identified annual work goals and significant contribution to strategic goals and/or policies, programs, practices of the organization.
Demonstrated ability to apply expert knowledge of state and federal employment laws and regulations; ability to apply knowledge to diagnose and develop appropriate solutions to complex cross-organization and/or cross-Company issues.
PREFERRED EDUCATION AND EXPERIENCE
Advanced Technical certification or Masters degree desirable 12 years of progressively-responsible and related HR and/or business experience
ABILITIES AND COMPETENCIES:
Deep and broad expert level technical knowledge and expertise in Employee Relations:
Ability to apply technical expertise to resolve a variety of highly complex issues providing unique solutions aligned with business needs
Comprehensive expertise in risk assessment as well as a strong foundation in the application of employment law in business situations
Ability to read, analyze and interpret relevant business and statistical data
Excellent written and oral communication skills, including facilitation, presentation and negotiations skills
Demonstrated consultation and influencing skills at all levels
Demonstrated consultation and influencing skills at all levels:
Ability to think systemically and consult strategically with all levels of management
Strong analytical ability
High level issue resolution skills with ability to negotiate and resolve complex matters, putting specific problems in the context of the larger system
Ability to influence appropriately
Demonstrated conflict resolution skills
Ability to conduct effective critical conversations
Serves as internal/external spokesperson for the organization on significant matters pertaining to policies, programs, practices and objectives
Demonstrated organizational, planning and consultative skills
Ability to manage and prioritize multiple complex investigations and/or issues, especially when resource constrained
Proven decision making capabilities:
Exercises significant latitude in determining objectives and approaches to assignments
Develops solutions to complex problems requiring regular use of ingenuity and innovation
Challenges are often unique and solutions need to fit into overall company objectives
Decisions have a significant impact on goals and objectives of the organization
High-level collaboration and teamwork:
Capacity for leveraging the involvement of key stakeholders of all levels in the resolution of ER initiatives and solutions
Ability to effectively collaborate with other members of the HR team, internal and external Legal
Counsel, Security and Healthcare Compliance professionals in managing ER cases and in the rollout of workplace programs
Who We Are
A member of the Roche Group, Genentech has been at the forefront of the biotechnology industry
for more than 40 years, using human genetic information to develop novel medicines for serious and
life-threatening diseases. Genentech has multiple therapies on the market for cancer & other serious
illnesses. Please take this opportunity to learn about Genentech where we believe that our employees
are our most important asset & are dedicated to remaining a great place to work.
The next step is yours. To apply today, click on the "Apply online" button.
Genentech is an equal opportunity employer & prohibits unlawful discrimination based on race, color, religion, gender, sexual orientation, gender identity/expression, national origin/ancestry, age, disability, marital & veteran status. For more information about equal employment opportunity, visit our Genentech Careers page.