A Brief Overview

The Senior HR Compliance & Employee Relations Advisor provides advanced regional HR compliance and employee relations support within the Americas, EMEA, or APAC while collaborating across regions to promote globally consistent practices with appropriate local variation. The role independently manages complex employee relations matters, investigations, workforce actions, policy and regulatory requirements, and risk and control activities within established frameworks. The Senior Advisor contributes regional expertise to the development and continuous improvement of global HR compliance and employee relations frameworks and independently applies approved frameworks within the assigned region, identifying trends, recommending enhancements, and collaborating across regions to support consistent and effective practices.

What you will do

• Independently manage complex employee relations matters from intake through resolution, including performance, conduct, workplace conflict, complaints, accommodations, separations, and other sensitive employee issues; assess risk, determine appropriate next steps, and escalate matters in accordance with established governance.
• Independently plan and conduct timely, impartial, and thorough workplace investigations, including matters involving harassment, discrimination, retaliation, misconduct, policy violations, and senior leaders; conduct interviews, assess credibility and evidence, maintain appropriate confidentiality, and prepare clear, factual, and well-supported findings and recommendations.
• Coach and advise managers, HR colleagues, and business leaders on employee relations matters, including performance improvement, disciplinary measures, suspensions, conflict resolution, accommodations, individual separations, and other employment-related decisions, balancing employee experience, business objectives, legal requirements, and risk.
• Advise Human Resources and business stakeholders on HR compliance and employment law implications of business projects, programs, policies, processes, and decisions; identify risks and requirements, interpret applicable company policies, laws, regulatory obligations, and local practices, and recommend practical, compliant approaches in partnership with employment counsel and subject-matter experts, as appropriate.
• Advise on and support workforce reductions, redundancies, reorganizations, and position eliminations, including planning, selection processes, required consultation or notification, documentation, employee communications, and implementation in accordance with applicable law, local practice, company policy, and internal governance.
• Lead complex cross-functional projects with global and regional scope, assessing enterprise-wide and local implications, coordinating diverse stakeholders, and delivering practical, compliant solutions.
• Develop, review, implement, and maintain employee handbooks, HR policies, procedures, controls, tools, templates, communications, and guidance in partnership with regional and global stakeholders; ensure alignment with applicable laws, regulatory requirements, company standards, local practices, required approvals, translations, acknowledgements, and periodic updates.
• Support and, as assigned, lead HR compliance and employee relations risk assessments; identify and evaluate risks, document and maintain relevant controls, monitor control design and operating effectiveness, address gaps and remediation actions, and provide timely risk and control reporting to appropriate stakeholders.
• Prepare or review clear, defensible documentation and maintain accurate, timely, and confidential records in the designated case management system, including investigation summaries, findings, disciplinary actions, performance improvement plans, separation documentation, risk assessments, control documentation, and other employment-related records, in accordance with applicable retention and privacy requirements.
• Analyze employee relations and compliance data to identify themes, trends, root causes, and emerging risks; recommend preventive actions, process improvements, training, communications, tools, or other mitigation measures, while exercising sound judgment and appropriate autonomy in handling sensitive and high-risk matters and escalating issues involving significant risk acceptance, enterprise-wide precedent, changes to global strategy or governance, or matters requiring specialized legal advice.
• Maintain regular and predictable attendance and perform other duties as assigned.