ER & Policies Specialist

Role Summary
The Employee Relations & Policies – L9 role is a specialist‑level position responsible for independently managing employee relations matters, providing policy and ER advisory to senior stakeholders, leading investigations and disciplinary decisions, and driving ER governance, risk mitigation, and process excellence.
The role acts as a trusted advisor to HR and business leadership, with a strong focus on fairness, compliance, and risk management.
Key Responsibilities
Employee Relations & Case Management
Independently manage complex and sensitive ER cases, including misconduct, grievances, ethical concerns, and policy violations.
Lead end‑to‑end investigations (fact finding, interviews, documentation, assessment, recommendations, and closure).
Handling sensitive cases involving mental health issues, police matters, court proceedings, and similar concerns.
Recommend and execute appropriate disciplinary actions, not limited to warnings, final actions, or terminations.
Ensure timely, fair, and consistent resolution of cases while minimizing business, reputational, and legal risk.
Policy Interpretation & Advisory
Provide expert interpretation of HR policies, Code of Business Ethics, and internal governance standards.
Advise HRBPs and business leaders on policy application, employee risk, and ER strategy.
Drive policy communication, awareness, and adherence across the organization.
Stakeholder & Leadership Engagement
Interact directly with HR leaders and business leadership as a trusted ER advisor.
Exercise independent judgment on ER decisions with significant day‑to‑day and long‑term impact and seek support where appropriate.
Partner closely with Legal, Compliance, Ethics, and CI teams, including BEL and litigation‑sensitive matters.
Risk Mitigation & Governance
Proactively identify trends, repeat risks, and systemic issues to prevent escalations and litigations.
Ensure timely escalation to Legal for potential or active litigation matters.
Drive process improvements and action plan management.
Key Skills & Competencies
Functional
Strong expertise in Employee Relations, Investigations, and HR Policies
Solid understanding of employment law principles and internal compliance
Risk assessment and mitigation
Documentation and case articulation
Behavioral / Psychology‑Driven
Strong emotional intelligence and active listening
Ability to assess behavior, motivation, and situational context
Calm, grounded handling of sensitive or distressing scenarios
Balanced application of empathy and accountability
Experience & Qualifications
Typically 6-7 years of HR / ER experience, with hands‑on ER exposure
Prior experience managing investigations and senior‑stakeholder cases
Experience working in large, matrixed organizations
HR / Law background preferred (not mandatory)
Level Indicators (L9)
Operates with close supervision
Manages Simple and complex cases
Recognized as a subject‑matter expert in ER & Policies

Work arrangement
No