Employee Relations Manager
6 days ago
Microsoft is continuing to evolve and grow the Global Employee Relations Team The Global ER team leads the process, principles, and practices to navigate complex and sensitive matters, conduct investigations and manage workplace conflict. This team works in close partnership with the Legal, Outside Counsel and Human Resources (HR) teams to manage cases involving inquiry into behavior concerns, manager conflict, consulting, investigations and employee grievances related to lived experiences not aligned to aspired culture, and legal risks.
We are looking for a Senior Employee Relations (ER) Manager with deep experience influencing and impacting high growth and dynamic businesses through effective management (both proactive and reactive) of a wide range of employee relations issues. This person will be accountable for working with employees across organizations, building trusted relationships quickly, and leading with warmth, empathy, compassion, and creativity to think inside of and outside of the box to drive the right solutions.
Microsoft’s mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.
**Responsibilities**:
**Investigation and management of employee concerns**:
- Conducts the analysis and resolution of issues with increasing complexity, visibility and risk related to policy, values or, cultural concerns/violations and incident or threat response, independently or by collaborating with managers, peers in HR and Legal as appropriate; recommends solutions to address issues from a systematic perspective.
- Determines appropriate approach, interviews appropriate parties in an investigation in review of concerns on matters related to policy or culture concerns/violations and workplace behaviors. Documents findings, maintains appropriate levels of confidentiality and demonstrates leadership to influence direction of initiatives and investigations.
- Concludes investigations, using findings, relevant partnership with team, and knowledge of the relevant legislation / regulations, and Microsoft business context and organizational policies to determine a resolution to investigation of policy or culture concerns/violations and incident or threat response, and recommends corrective/disciplinary actions or processes, as deemed appropriate.
- Collaborates with partners across stakeholders to seek counsel from senior peers or managers as needed on proposed strategy weighing complexity, sensitivity, and parties involved.
- Models best practices in interviewing techniques and mastery of empathy, confidentiality, and connecting themes.
- Utilizes tools and resources to track, document work product and makes recommendations for refining, streamlining, and improving tools and their usage to improve future documentation needs.
- Assists/Partners with internal investigative entities at Microsoft (e.g., Workplace Investigations Team [WIT], Business and Regulatory Investigations [BRI], Global Security Investigations [GSI]) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography; may lead the investigations for a business, region, or geography where resources are limited; ensures appropriate documentation of issues is in place.
- Seeks input from peers, managers, and appropriate stakeholders to ensure compliance with applicable laws and regulations and Microsoft policies.
- Identifies, raises, or escalates issues for trends in ER; partners with team and relevant HR partners to reduce ER issues for a business, region, or geography.
**Capability Building**
- Coaches employees and managers on navigation of ER processes, provides guidance, coaching or training through the ER experience, and acts as a sounding board for employees and managers on how to navigate work and handle themselves post-investigation.
- Manages through conflict listening for what is said verbally and nonverbally, identifies potential solutions, provides tools and resources for facilitating resolution.
- Provide one-on-one consulting/coaching with senior/executive business leaders, or by engaging relevant stakeholders and HR partners in capability building conversations.
- Identifies opportunities through insights to build organizational capability to proactively manage the creation of ER matters.
- Partners with other internal teams to influence policy and decision making based upon preexisting ER best practices and observed trends. Recognizes when standard HR policies and process should be followed and where exceptions should and can be made.
- Initiates conversations with individual parties at Microsoft in conflict, listening for what is said both verbally and nonverbally
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