Senior Employee Relations Partner

**Careers That Change Lives**

**Bold thinking. Bolder actions. We are Medtronic.**

The Senior Employee Relations Specialist (ER) will serve as the single point of contact for employee relations for Singapore Manufacturing Office. In addition, it would also entail coaching and advising HRBPs on complex ER matters. The Senior ER Specialist will work closely with Country and BU leadership to build strong relationships between employees and managers. The role takes a proactive, strategic approach to employee relations by identifying employee relations trends, recommending solutions that address root cause of issue, and partnering with leadership on execution. The role acts a key partner to leaders in driving employee relations strategies, while maintaining a neutral position. A key component of the role includes national strategic projects and specifically within the region to continue building the employee relations function and developing processes, as well as building manager skill sets.

The ER Specialist works directly with leaders, managers and employees to provide advice and coach both parties on all employee relations issues. The role provides strong partnership on performance management, disciplinary processes, restructuring activity, legal issues, investigations, conflict management, policy interpretation, etc. Work involves assessing and resolving complex employee relations matters ensuring consistency across client groups and alignment with Medtronic practices. The role helps to ensure an equitable and consistent approach to Medtronic's policies and procedures, thus promoting a positive culture within the business, while minimizing risks. The partner provides a single point of contact for employee relations issues to ensure clear communication and efficiency in resolving matters. The role requires skill, tact, influence, judgment, and/or negotiation skills to accomplish objectives.

This role works closely with the in-house legal team/external legal counselor, Compliance, Audit, the wider Human Resources community and with clients to deliver an equitable, consistent ER service, both minimizing risk to the business and aligning work to meet business needs.

**A Day in the Life**
- Provides business leaders strong partnership on employee relations strategies, identifying trends, recommending solutions, and driving proactive change in the organization. Partners on efforts around building manager skill sets to maximize talent.
- Provides proactive recommendations on employee relations strategies and solutions; develops processes and programs to progress development of the employee relations function.
- Responsible for ER issues typically at higher complexity that requires judgment and are typically with mid-level leaders (on case-by-case basis and may depend on regional and functional dynamics), under limited supervision of manager/key stakeholders. Effective case management of people related issues such as: ER issues, disciplinary actions, legal issues (harassment, discrimination etc), performance management (including Performance Improvement Plans and Coaching plans), policy interpretation and investigations. Responsible for decision-making for less complex/low risk cases.
- Provides counsel and facilitates prompt and effective resolution of workplace conflict to address issues for employees, managers, and leaders in a manner consistent with Medtronic policies, practices and legal considerations. Utilizes various conflict management techniques, including training, mediation, conflict coaching, etc.
- Consults and coaches managers/leaders on complex employee relations, performance management, reorganization/reduction issues spanning all levels within the organization. Provides advice and counsel to managers and leaders regarding personnel practices, policy, and employment laws.
- Responsible for conducting investigations typically at or below director-level, Maintains strict confidentiality throughout conversations and investigations. Manage highly confidential human resources information and exercise sound judgment in handling or working with confidential data and situations.
- Partners with Legal and/or, Compliance, Audit in conducting investigations, researches policies/practices, creates and gathers documentation, makes determinations and implements resolutions when applicable. Identifies best practices and learning lessons to influence change and improvement in the organization.
- Contributes to and coordinates RIF activity in partnership with senior leadership for example on the following: facilitating the selection and deselection process, training managers on notification process, conducting notification meetings, following up post-RIF with impacted employees as needed and ensures compliance to country labor law & practices.
- Proactively reduces Employee Relations related risk through risk assessments and actionable feedback. Conduct training and coaching of managers on skills and techniques