Description
OVERVIEW
The Senior Manager, Global Employee Relations leads ACS's employee relations function, fostering a positive work environment, ensuring consistent ACS policy application, and mitigating risk through proactive issue resolution. This role will supervise and guide the Employee Relations team globally, oversee and conduct investigations, oversee the accommodations process at ACS, and collaborate with ACS leadership to develop strategies that promote employee engagement, ACS's core values, and compliance. This role will manage and drive updates to HR Division policies in alignment with ACS's core values and desired culture. It will coach ACS people leaders and individual contributors on effective conflict resolution and practices to drive positive employee relations across ACS.
RESPONSIBILITIES
People Leadership
- Provides strategic direction and oversight to the global Employee Relations team, supervising at least two direct reports
- Coaches, mentors, and develops direct reports to optimize their skills and performance
- Delegates and prioritizes workload effectively within the team to meet business needs
Collaboration & Communication
Provides recommendations to ACS leadership on improving workplace culture and employee engagementSupports and drives continuous improvement of global employee relations practices within ACSPartners with HR leadership, the Office of General Counsel, and ACS business leaders to align global employee relations policies and practices with organizational objectivesInternal Investigations
Develops and implements global employee relations strategies that align with organizational objectivesLeads and conducts workplace investigations in employment related matters including harassment, discrimination, retaliation, and other potential ACS policy violations in partnership with internal and external stakeholdersEnsures investigations are handled consistently, fairly, thoroughly, and promptly in accordance with ACS's core values, policies, and any relevant laws; makes recommendations on appropriate courses of action based on findingsPerformance Enablement and Workforce Changes
Partners with people leaders and HRBPs to develop and implement Performance Improvement Plans (PIPs) for employees requiring additional support or remediationEnsures PIPs are conducted consistently and fairly, in alignment with relevant organizational policiesServes as HR partner in organizational restructures, providing guidance on employee impact, compliance, and communication strategiesLeads employee relations aspects of workforce changes, including position eliminations and redeploymentsEnsures impacted employees are treated with fairness, empathy, and in accordance with legal and organizational guidelinesAccommodations Process
Partners with the Benefits team in responding to reasonable accommodation requests and leads employee relations aspects of the accommodations process, ensuring compliance with applicable laws and organizational policiesCollaborates with HR, Office of General Counsel, and people leaders to assess, document, and implement reasonable accommodations that enable employees to perform their essential job dutiesMonitors and tracks accommodation requests and outcomes, ensuring timely and appropriate responsesPolicy Development and Implementation & Compliance
Maintains, develops, recommends, implements, and helps enforce employee relations policies and programs that align with organizational objectives, promotes ACS's core values, and ensures compliancePartners with HR and Office of General Counsel members to ensure compliance with applicable employment laws and regulationsEnsures a fair and consistent approach to workplace policies and practices, maintaining trust and transparencyCase Management System
Develops and maintains an effective case management system including the ability to run metrics and produce data to inform employee relations best practices and strategiesUses surveys, interviews, and other data sources to research potential updates and improvements to human resources policies and other employment mattersIdentifies trends in employee relations issues and recommends proactive solutionsRegularly reports on employee relations trends, risks, and solutions to senior leadershipCoaching & Training
Advises and coaches people leaders on employee relations best practices and on strategies for navigating employee relations challenges and staff concernsCommunicates with people leaders and employees regarding employee relations concerns; provides guidance and recommendations for resolution of issues and directly engages with staff to resolve concernsAssists people leaders in understanding and implementing ACS policies related to performance, discipline, and related topicsDevelops and leads Employee Relations team in conducting internal training in partnership with the Organizational Effectiveness team, HRBP team, and other teams as needed, to support positive employee relations and compliance across ACSPerforms other related duties as assignedQUALIFICATIONS
EDUCATION : Bachelor's degree or equivalent in work experience
REQUIRED SKILLS
8 years of progressive experience in employee relations or HR, including supervising a teamDemonstrates and upholds the highest levels of integrity, ethical conduct, and professionalismExceptional leadership and team management abilitiesStrong analytical and problem-solving skills, with attention to detailExperience conducting complex workplace investigationsAbility to remain professional, calm, tactful, and persuasive in controversial and / or confrontational situationsExcellent oral and written communication skillsStrong emotional intelligenceAbility to handle sensitive confidential information with discretionUnderstanding of DEIR principles and practices to promote a diverse and inclusive workplace, address bias and discrimination, and implement initiatives that support ACS's DEIR goalsAbility to develop and maintain positive relationships with employees and leadership across ACS and provide employee relations subject matter expertise to support ACS's mission, culture, and valuesAbility to coach, mentor, advise, and partner with various stakeholders across the organization regarding employee relations issuesThorough understanding of human resources and employee relations principles, practices, and proceduresThorough understanding of dispute resolution and compensation administrationKnowledge of local, state, federal, and global laws concerning employee and labor relationsAbility to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policiesPREFERRED SKILLS
Ability to think strategically to align employee relations strategies with overall business objectives, anticipating future needs and proactively addressing potential challengesEmployee and labor relations experience with a global workforceProficiency with HR systems, survey platforms, and data analytics tools to enhance data management in employee relationsThis role could be based in our Washington, D.C. or Columbus, Ohio offices. A reasonable rate of compensation for this position is :
DC : between $163,000-$191,000 per year.OH : between $147,000-$173,000 per year.ACS currently provides the following benefits for this position : paid vacation leave, paid sick leave, paid holidays, health insurance, flexible spending account or health care savings account, dental insurance, life insurance, vision insurance, retirement benefits, short- and long-term disability, and 4-week work from anywhere; each benefit is subject to the terms of the applicable program. Additional benefits may apply based on skills, experience, and location.
Any actual offer of employment, reflecting the total compensation package and benefits, will be made in the sole discretion of ACS. ACS reserves the right to amend or modify its employment benefits and compensation structure at any time.
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
Salary : $147,000 - $173,000
