Manager Employee Relations EMEA (F/H)

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Manager Employee Relations EMEA (F/H), Paris

Client:

Tiffany & Co.

Location:

Paris, France

Job Category:

Other

EU work permit required:

Yes

Job Reference:

046c28eeb7ae

Job Views:

19

Posted:

22.01.2025

Expiry Date:

08.03.2025

Job Description:

Overview

This role is part of our overarching strategic initiative to shift the Employee Relations department from one of escalation to a Center of Excellence that supports and promotes the Employee Relations function from a central perspective to better ensure consistency, fairness, and proactive mitigation of risk. The role covers EMEA, which currently includes the following countries: UK, Ireland, Italy, Spain, France, Belgium, Netherlands, Switzerland, Germany, Austria, Czech Republic, Denmark, Sweden, Russia, UAE, Saudi Arabia, Kuwait, Turkey, Monaco, Qatar.

Consultation on ER Compliance and Risk

• Provide advice and counsel to all business units on topics ranging from policy interpretation, internal investigations, performance management, harassment, discrimination, retaliation, unfair dismissal, and reductions in workforce.
• Ensure employment practices for all locations are up to date, legally compliant, and meet the requirements of company standards.
• Ensure consistent application of policies and procedures.
• Maintain an in-depth knowledge of legislative trends and legal updates to advise markets accordingly.
• Review and advise on warning and discipline and termination documentation, grievance invitations and outcomes, and employee consultation letters across the organization - tailoring and delivering recommendations in an effective way to help influence the right outcomes with stakeholders while mitigating risk to the Company.
• Assist with supporting documentation for all reductions in force, restructures, and ad-hoc position eliminations.
• Create necessary documentation for new market openings such as employee contracts and workplace handbooks/regulations/work rules.
• Work with external counsel to ensure compliance with all local legislation on topics such as conducting workplace investigations, performance management, new market openings.

Investigations

• Provide expertise on the investigation and successful resolution of ER issues and complaints in Zone.
• Assist with the development of investigation plans and lead complex investigations at and above a certain organizational level to minimize legal risk.
• Ensure that a consistent and equitable process has been applied, make recommendations, and oversee implementation of decisions that lead to the fair and consistent resolution of claims related to discrimination, harassment, working conditions, disciplinary actions, and employee and applicant appeals and grievances.

Policy and Procedure Ownership and Compliance

• Assess, recommend, and implement policies and practices as needed to meet the needs of the organization.
• Collaborate with ER and HR partners regarding communication and implementation of policies and programs (handbook, websites, etc.) for all zone locations to ensure compliance with applicable local employment laws and regulations.
• Drive direct leadership of ER strategies and initiatives through the development of strong employee communication channels and strategically aligned business partner relationships to support a broader people risk management agenda.
• Create, maintain, and manage the reduction in workforce strategy locations (including the development of a Reduction in Force manual that provides clear guidance on severance payments and packages, notification discussions, and required reporting).

Training

• Create a holistic plan (design and delivery) in partnership with other HR COEs, learning and development, and the internal Legal department for HR, employee, and manager training that improves leader effectiveness and builds ER acumen on subjects including, but not limited to, sexual harassment, discrimination, performance management, health and religious accommodations, etc.

Employee Relations Case Management, Metrics and Reporting

• Understand and implement a practice for use for the case management system, ensuring all information is accurately reported on a continuous basis, including roles and responsibilities for the HR partners regarding intake to resolution that ensure effective and efficient response and resolution.
• Leverage metrics, tools, data, and resources to help identify ER and organizational effectiveness trends, insights, and proactive strategies that assist with increasing engagement and reducing risk (may include internal processes, identification and selection of vendors, etc).
• Conduct quarterly audits of the system to ensure proper use.

Required Qualifications/Primary Job Requirements

• 10 years of either International HR/Employee (or Labor) Relations/Employment law experience.
• Strong knowledge of laws and regulations relating to employee and labor in EMEA Region.
• Ability to multi-task and work proactively, handling possibly conflicting priorities.
• Exceptional ability to exercise considerable judgment, conflict resolution, and discretion in sensitive, complex, or ambiguous situations.
• Strong problem-solving, conflict resolution, and decision-making skills.
• Ability to persuade and influence decision-makers.
• Ability to set strategic goals and objectives, analyze trends, and help/motivate the team and others to achieve those goals.
• Possess leadership capability and excellent communication (verbal and written) and administrative skills.
• Practice and promote integrity and ethical behavior.
• Strong quantitative and analytic skills required.
• Competent with Microsoft Office (email, excel, PowerPoint), and software applications.