ER And Policies Associate Manager

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.
  
  
  

• 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.
  
  
  

• 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.
  
  
  

• 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.
  
  
  

• 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
  
  
  

• 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.
  
  
  

• 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.
  
  
  

• 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
  
  
  

• 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
  
  
  

• 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)
  
  
  

• 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
  
  
  

• 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