The Manager, Employee Relations is accountable for the performance and results of the Employee Relations team. The role ensures the resolution of employee relations issues, such as conflicts, disputes, and disciplinary matters, with fairness and consistency in a timely manner. The role closely partners with HR leadership and collaborates with other functions/ departments. The role also supervises the maintenance of accurate documentation, implementation of effective communication strategies, and investigation of escalated complaints. The role has expertise in interpreting and administering labor agreements, analyzing trends, and providing guidance on policies and compliance, thereby contributing to a compliant and ethical work environment. The role has limited to full management authority for staffing, performance, discipline, pay decisions, team development, and other personnel actions.



Manages resolution of employee union, and work council relations issues, such as conflicts, disputes, and disciplinary matters, with fairness and consistency in a timely manner. Ensures compliance with employment laws, regulations, and company policies. Actively participates in preparing collective bargaining agreements and in associated negotiations with employee unions.

Distributes and assigns all casework to the Employee Relations team, monitors volume for workload and emerging trends, serves as a primary point of contact for case escalation, and guides the Employee Relations team on investigations/responses to ethics and compliance hotline.

Develops and monitors case quality to ensure great overall experiences, develops internal reporting templates for senior HR management, HRBPs, and Employee relations teams and populates them.

Assists in the design and implementation of performance management systems, including performance evaluations, goal setting, feedback mechanisms, and performance improvement plans. Provides guidance and support to managers in addressing performance-related issues. Administers feedback mechanisms for employees to share suggestions on lean process improvement initiatives and assists with associated change management initiatives.

Responds to and resolves all types of discrimination charges and complaints and works with legal counsel on lawsuit discovery and litigation preparation. Coordinates with specialists, HR teams, people leaders, and employees for appropriate and fair implementation of people policies ensuring compliance and consistency.

Develops long-term plans for the achievement of employee relations goals and initiatives in line with the organization’s long-term business strategy, objectives, and financial plans, ensuring optimal human resource utilization.

Participates in the delivery of HR-specific communications and policies related to employee contracts including employment terms and conditions, code of conduct, workforce retrenchment, etc. whilst ensuring high employee motivation, morale, and a positive work environment.

Interprets and administers company policies and procedures related to employee relations and workplace conduct, and ensures that policies are up-to-date, compliant with relevant laws, communicated effectively to employees, and consistently enforced.

Oversees the maintenance of accurate and confidential employee records and data related to employee relations matters. Prepares reports and analytics to monitor employee relations trends and identify areas for improvement or intervention.

Performs talent management responsibilities including performance management, disciplinary action, terminations, recruitment, pay decisions, and other personnel actions.

Education:

• Bachelor’s Degree or Master’s Degree (preferred) in Human Resources, Organizational Development, or any other related discipline or commensurate work experience.

Experience:

• Minimum 10 years of work experience with a Master’s degree or 8 years of work experience with a Bachelor’s degree, preferably in Employee Relations or a related field.

Licenses and Certifications:

• Certified Human Resource Professional (CHRP) (Preferred)
• Certified Labor Relations Professional (CLRP) (Preferred)

Work Requirements:

• Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, standing, climbing, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment.

This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically.

 

DISCLAIMER: Ford Motor Company is an Equal Opportunity Employer, as we are committed with a diverse workforce, and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran and basis of disability. #LI-JRA