Senior Manager, Employee Relations

The Senior Manager of Employee Relations will be responsible for resolving employee conflicts, conducting internal investigations and advising on sensitive workplace situations.  This role will be a critical member of the HR Business Partner team and collaborate with internal employment counsel, the current Senior Manager Employee Relations and other key stakeholders to manage employee relations matters for US Professional Staff in several key functions. 

As a subject matter expert in Employee Relations, the Senior Manager will coach and advise both business leaders and HR colleagues on best practices and processes to ensure that teams are effectively managing performance, mitigating risk and upholding the Firm’s policies and values.

The ideal candidate will have demonstrated expertise in HR and employee relations, a thorough understanding of employment laws, and the ability to handle sensitive and confidential matters end-to-end with discretion and thorough documentation.  Reporting to the Director of HR Business Partners, the Senior Manager will oversee all employee relations matters for several functional teams and engage directly with Chiefs, managers and employees across 7 US offices.

Responsibilities

Conflict Resolution:

• Conduct workplace investigations into employee complaints, allegations of misconduct, or violations of Firm policies, ensuring fair and objective outcomes in a timely and effective manner.  Document all investigations and advise on appropriate actions to resolve issues.

• Develop customized talking points and guidance for leaders to communicate performance management actions, remediation plans and organizational change.

• Manage, analyze, and resolve complex employee relations issues in a timely and effective manner in partnership with the HR Business Partner team and internal employment counsel.

Policy Interpretation & Implementation:

• Partner with the internal Employment Counsel and Compliance to develop policies, that comply with local, state, and federal labor laws.

• Partner with the Director, HR Business Partners to develop and implement employee relations strategies, and procedures that comply with Firm policies.

• Coordinate with Employee Relations & Compliance and Benefits team on administration of policies, including Leave of Absence, Reasonable Accommodations and other programs.

• Counsel leaders on best practices, relevant employment laws and regulations to ensure compliance and mitigate legal risks.

• Ensure employee compliance with Firm policies in accordance with local and state requirements.

Advisory & Coaching:

• Advise leaders and HRBPs on conducting thorough and objective investigations as needed, assess risk, and determine appropriate actions necessary to help mitigate and control legal issues while maintaining employee effectiveness and engagement.

• Serve as a trusted advisor to leaders and employees by providing expertise on employee relations issues.  Collaborate with HR Business Partners and leaders to support organizational change initiatives through effective change management and communication plans.

• Develop and lead training compliance-specific programs for managers and employees to ensure consistency and rigor across performance and talent management activities.

Data Analysis & Tracking

• Maintain, track and analyze employee relations data and trends to inform decision-making and strategic planning.

• Conduct exit interviews to gain insights into employee turnover and identify trends and opportunities for engagement and training.

• Manage all documentation related to employee relations, including maintaining employee records, preparing reports, and managing communication and training for employees regarding policies and procedures.

Special Projects:

• Collaborate on cross-functional team projects and HR initiatives as needed.

Education

• Bachelor’s degree; specialization in Human Resources, Business Administration, or related field involving Analytics preferred

Preferred

• JD

• HR Certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP)

Skills and Experience

• 5 to 7 years of experience in employee relations or similar HR position.

• Exceptional communication skills; ability to influence with data and communicate effectively with senior leadership and employees. 

• Demonstrated ability to conduct sensitive investigations and resolve complex issues.  Experience conducting performance assessments, managing disciplinary actions and conflict resolution.

• In-depth understanding of employment laws and regulations, ability to interpret and apply employee relations policies in a practical manner.

• Ability to maintain confidentiality and act with a high level of discretion and judgment.  Exercises discretion and excellent judgment with strong risk orientation. 

• Strategic and critical thinking skills, and an analytical mindset to interpret data and identify trends related to retention, employee engagement and manager effectiveness.

• Team player able to work both autonomously and collaboratively across teams, functions and regions.

• Proven organizational and project management skills, including strong detail orientation, effective prioritization, and effectively communicate status updates

• Experience with HRIS and other HR-related tracking software.

• High level of proficiency in Excel and Powerpoint; ability to create executive-level presentations and present data in an effective manner.

Preferred

• Experience with Workday or other HRIS; familiarity with case management tools and systems.

Salary Information

Simpson Thacher will not sponsor applicants for work visas for this position.

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Simpson Thacher & Bartlett is committed to a collegial work environment in which all individuals are treated with respect and dignity. The Firm prohibits discrimination or harassment based upon race, color, religion, gender, gender identity or expression, age, national origin, citizenship status, disability, marital or partnership status, sexual orientation, veteran’s status or any other legally protected status. This Policy pertains to every aspect of an individual’s relationship with the Firm, including but not limited to recruitment, hiring, compensation, benefits, training and development, promotion, transfer, discipline, termination, and all other privileges, terms and conditions of employment.