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Become a Senior Employee Relations Partner at Scorpion

We have a big vision which is why we need you—an innovator and problem solver ready to revolutionize and empower businesses to succeed.

Job Overview

The Senior Employee Relations Partner will proactively engage with People Business Partners and People Centers of Excellence to ensure programs and courses of action, relative to employee relations, are ethical and fair. It is paramount that the ERP develop and sustain trusted relationships and address employee relations issues to ensure an inclusive, fair, and compliant workplace. 

What You'll Do

Responsibilities

  • Collaborate and maintain trusting working relationships with business leaders to educate, consult and provide guidance on disciplinary actions and other employee matters. Includes yet not limited to:
  • Coach business leaders and advise on employee relations programs to promote a culture of fairness, integrity, belonging, and trust within the business.
  • Advise on appropriate approach to corrective coaching, disciplinary action, performance improvement plans (PIPs), and terminations.
  • Participate in escalated disciplinary discussions and terminations, to ensure the employee has a voice and observe, with continuous improvement in mind throughout.
  • Conduct workplace investigations for EEO, and/or sensitive employee relations situations related to allegations of discrimination, harassment, Title VII violations, retaliation, misconduct, hostile work environment, and termination determinations.
  • Gather data, rely on best practices and trends for the purpose of interpreting and educating BLs, People leaders, and BPs.
  • Prepare reports and recommendations from findings, intended for People, BLs, and others.  
  • Identify gaps and assess organizational liability, risk, and exposure. Propose solutions with compliance and business objectives in mind.
  • Ensure risk mitigation strategies are aligned and balanced with best practices, business objectives, culture of integrity, and fairness.
  • Focus on EEO, Title VII, business objectives, stay and exit interviews.
  • Serve as primary in the ADA (Americans with Disabilities Act) reasonable accommodation, interactive process conversations. Collaborating with leave management is critical.
  • Reference feedback on external channels (Glassdoor, Great Place to Work, Indeed, Comparably, etc.) to gain insight, recommend solutions, monitor and report trends, and be part of drafting and/or reviewing responses prior to publication.
  • Serve as point-of-contact for employees with concerns related to employment relationships (e.g., dispute with leader or another employee, complaint, conflict resolution).
  • Maintain an appropriate level of human resource management and employment law knowledge, along with the latest trends and best practices. Consult with external specialists as needed. 
  • Assist with the development, delivery, and implementation of employee-relations related programs and systems, such as: Complaint hotline and complaint intake protocol , investigation method , BL compliance training on key employee relations topics (e.g., constructive discharge, interactive process, harassment).
  • Oversee large-scale change management.

What You'll Need

Skillset

  • Ability to comprehend, interpret, and apply the appropriate sections of laws, guidelines, regulations, ordinances, and policies.
  • Ability to identify and mitigate potential risks impacting the company and exhibit sound judgment.
  • Ability to properly conduct workplace investigations, manage sensitive and complex employee relations matters, and negotiate and influence. Utilize technical knowledge and business acumen to fact pattern and determine appropriate solution.
  • Effective communication skills (e.g., presentation, verbal, written). Ability to convey information in a clear and concise manner, tailoring messages to ensure diverse audiences understand.
  • Exceptional interpersonal and customer service skills. Must be consumer-focused, flexible, receptive to feedback, and open to change. Work effectively in group settings with the ability to remain professional and calm, despite pressure and uncertainty.
  • Excellent organizational, time and case management skills.
  • Possess the ability to work on multiple projects at once and meet tight deadlines without compromising integrity and quality.
  • Ability to work independently, properly influence, and develop professional, trusting relationships with others.
  • Strong analytical, problem-solving, and fact-based decision-making skills. Capable of leveraging metrics, drawing insights from data and information. Ability to examine root causes, think, and operate strategically.
  • Proficient with Microsoft Office Suite or related software.

What You'll Need

Education and Experience

  • Bachelor’s degree in business administration with an emphasis in human resource management, public administration, or related field.
  • At least seven (7) years of related experience is required, preferably within a large, high-growth organization.
  • Experience with developing, promoting, and implementing employment relationship-related programs and protocol, preferably within a start-up and/or fast-pace, high-growth organization.
  • Experience working with change management principles, tools, and methodologies.
  • Knowledge of multiple human resource disciplines, such as compensation practices, organizational analysis, DIB (diversity, inclusion, belonging), performance management.
  • Working knowledge of common employment laws (e.g., EEO, FLSA, FMLA, ADA, Civil Rights Act, ADEA, EPA).
  • Experience working within a Center of Excellence (COE) HR structure is preferred.
  • Current human resources certification (e.g., SHRM-SCP/CP, SPHR/PHR) is preferred.

Start Making An Impact

Here’s how to apply. Please upload a single document containing your resume and cover letter. Include salary requirements and portfolio link (if applicable).

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