Employee Relations Senior Manager (Remote)

The Associate Relations Senior Manager will report to Sr, Director, People Services. This role will serve as a trusted advisor and thought leader to create a strategy and clear direction in the development and ongoing evolution of the Associate Relations Function for Neiman Marcus Group. The ideal candidate will contribute by providing strategic and consulting support to the People Services (HR) Business Partners in driving adoption and execution of consistent core employee relations programs and practices in an effective manner to cultivate an innovative, high performing, and inclusive culture. The leader will also take an active role in escalated investigations in partnership with People Services and Legal leaders.

Responsibilities & Duties

• Promptly and thoroughly conducts and manages objective non-routine, high-risk workplace investigations of associate complaints and grievances with a systematic approach to address root causes, develop and recommend actions and countermeasures, and effectively conclude investigation by facilitating a review of the decision with appropriate stakeholders and close out of actions and countermeasures, while serving as an advisor to all parties involved in the grievance and conflict resolution process.
• Assume responsibility for creating, evolving and monitoring all phases of the investigation lifecycle for cases related to workplace conduct, culture and conflict, including intake, background research, witness/subject interviews, writing summary report, presentation of findings to stakeholders for resolution of substantiated matters, and debrief meetings with leadership.
• Provide consultative advice/guidance to managers with the development/issuance of appropriate communication regarding performance expectations and feedback, including corrective actions, people practices, policy, and provide guidance and assist with the development for feedback or corrective/disciplinary actions.
• Counsel and advise managers in interpreting and applying policies and procedures to resolve issues related to conflict resolution, people practices, and disciplinary action ensuring a fair and consistent approach to people management practice while minimizing risk and maintaining the reputation of the organization
• Advise People Services Partners/Leaders on corrective and preventative measures based on root cause analysis from investigations, pragmatic business enhancements and mitigation strategies, including identification of training needs.
• Partner with key stakeholders (People Business Partners, Business Conduct Office, Legal, Leadership, etc.) to facilitate appropriate outcomes and to mitigate risk.
• Develop and maintain positive professional relationships with key stakeholders through ensuring employee relations matters are addressed in a comprehensive and collaborative manner in a way to garner respect of and influence HR and business leaders.
• Create and deliver training for HR clients on relevant Employee Relations best practices and processes.
• Conduct analysis and provide visibility to trends related to the policy, culture, and values to trend spot and develop proactive strategies partner to improve our processes and develop programs, and policies
• Act as a liaison between employer and employee to help resolve employee relations issues.
• Ensure the management of our internal channels for employees to report their concerns.
• Support strengthening HR-related compliance processes, employee relations operational & service gaps to improve the employee experience at Neiman Marcus by being a proactive advocate for ethics and compliance and will be responsible for driving education, process and program improvements where appropriate consistent with Neiman Marcus Code of Conduct and Core Values.
• Ensure a fair and consistent approach to the organization’s policies and procedures, thus promoting a positive and equitable work environment consistent with company culture.
• Provide expertise to support the development, design, implementation and administration of employee programs, practices and policies to meet the changing needs of the organization.
• Analyze, diagnose, design, and revise people programs, policies, and practices to sustain positive employee relations. Analyze employee relations trends and metrics to develop solutions, programs, and policies.
• Follow privacy regulations and maintain confidentiality as required.
• Performs other related duties assigned.

Qualifications

• University degree (BA or BS) or equivalent experience
• 5+ years of progressive HR experience and 3+ years in Employee Relations
• Has at least 5+ years of combined human resources, employee relations, investigative, and/or L&E legal experience.
• Demonstrated track record of partnering with HR and people leaders to manage complex employment matters to mitigate risk and drive business results.
• Excellent oral and written communication skills.
• Thorough understanding of state and federal laws concerning labor relations.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Experiences that suggest an ability to function independently and optimally in a sophisticated, matrixed organization.
• Proficient with MS Office Suite including Excel and comfortable with frequent use of ER Case Management technology platform.
• Ability to travel domestically as needed (10-15%)
• Excellent interpersonal and influencing skills to establish trust, credibility, and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence.
• Proven ability to be hands-on, roll-up sleeves, and demonstrate resourcefulness, initiative, results-orientation. Has a mindset of continuous improvement and can embrace Neiman Marcus values and principles
• Demonstrated ability to develop strong partnerships and influence resources outside one’s direct responsibility.
• Proactive, highly responsive, sensitive to confidentiality concerns, ability to empathize while maintaining professional objectivity, collaborative in close team environment, diplomatic, and flexible in adapting to occasional changes in case priorities
• Proven ability to make judgment calls/problem solving skills and sound, ethical decisions displaying a heightened level of responsibility, confidentiality, integrity and professionalism.
• Ability to build cross functional partners and influence the right outcome (all levels of leadership)
• Capability to work with limited direction, usually within a complex and often ambiguous environment, to drive linear, fact-based insights, recommendations, and solutions
• Problem solver who thinks outside of the box to drive new approaches
• Team-oriented, collaborative, and thoughtful
• Associates must be willing to work a flexible schedule based on business need, which will include evenings, weekends, and holidays