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Senior Analyst, Employee Relations

  • Job
    Full-time
    Mid Level
  • Legal
    People, HR & Administration
  • New York

AI generated summary

  • You need 4+ years in HR/Employee Relations, knowledge of employment laws, strong communication and project management skills, and the ability to handle conflicts and sensitive situations with discretion.
  • You will manage employee relations policies, ensure legal compliance, analyze regulations, drive communication strategies, handle sensitive issues, and lead training initiatives to enhance workplace culture.

Requirements

  • 4+ years of either HR/Employee (or Labor) Relations/Employment law experience
  • Knowledge of laws and regulations relating to labor and employment
  • Excellent verbal and written communication skills
  • Excellent project management skills
  • Ability to multi-task and work proactively, handling possibly conflicting priorities
  • Ability to exercise considerable judgment during conflict resolution and discretion in sensitive, complex, or ambiguous situations

Responsibilities

  • Stay abreast on all legislative and regulatory changes and/or developments and ensure changes to are restructured with, policies, articles, practices and HR systems.
  • Research changes in laws and regulations, analyze their impact on the organization, and communicate findings to stakeholders.
  • Partner with legal regarding new and updated regulatory requirements.
  • Assess, recommend, and implement policies and practices as needed to meet the needs of the organization.
  • Collaborate with HR partners regarding communication and implementation of policies and programs (handbook, websites, etc.) to ensure compliance with employment laws/ regulations.
  • Ensure that employee relations procedures and systems are compliant with federal, state, and local law.
  • Drive direct leadership of ER strategies and initiatives through the development of strong employee communication channels and strategically align business partner relationships to support a broader people risk management agenda.
  • Build, maintain, and lead the reduction in workforce strategy.
  • Serve as point of contact for all required workplace posters, as well as update the internal resource page with up-to-date workplace posters.
  • Drive a “continuous improvement” culture within Employee Relations function.
  • Discreetly handle sensitive employee reports or information.
  • Build monthly, quarterly and annual reports to identify ER trends.
  • Leverage metrics, tools, data, and resources to help identify ER and organizational effectiveness trends, insights and proactive strategies that assist with growing engagement and reducing risk (may include internal processes, identification, and selection of vendors, etc.).
  • Serve as project lead for the creation and delivery of training to HR partners, the business and employees that improves employee knowledge of matters such as harassment, discrimination, retaliation, bullying, working conditions, etc. to minimize organizational and personal risk.
  • Develop and execute communications and training strategies which most effectively support and position the related objectives and messages (including policies procedures and programs).
  • Provide direction and support to partners on topics ranging from policy interpretation, internal concern reviews, performance management, harassment, discrimination, retaliation, unfair dismissal, reductions in workforce and more.
  • Ensure all employment practices utilized by Global Employee Relations Team are updated, legally compliant, and meet the requirements of company standards.
  • Provide backup coverage when need for conducting internal reviews such as discrimination, harassment, bullying, working conditions, unfair dismissal, retaliation, wage and hour violations, disciplinary actions, and employee and applicant appeals and grievances when requested.
  • Ensure consistent and equitable process are 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 concerns.

FAQs

What is the primary location for this position?

This position is in-person at our Corporate Office in New York, NY.

What are the main responsibilities of the Employee Relations Sr. Analyst?

The main responsibilities include ensuring compliance with HR policies and external regulations, managing employee relations concerns, delivering training, and consulting on compliance and risk matters.

What is the hiring range for this position?

The hiring range for this position is $97k-$130k, depending on the candidate's relevant skills and experience.

What qualifications are required for this role?

Candidates need 4+ years of HR/Employee Relations or Employment law experience, knowledge of labor and employment laws, excellent communication and project management skills, and the ability to handle sensitive situations with discretion.

Is experience in a retail environment preferred?

Yes, experience supporting retail populations is preferred for this position.

What type of training will the Employee Relations Sr. Analyst be responsible for?

The Employee Relations Sr. Analyst will lead the creation and delivery of training on topics such as harassment, discrimination, and workplace bullying to enhance employee knowledge and minimize risks.

Will the Employee Relations Sr. Analyst handle sensitive employee reports?

Yes, the role includes discreetly managing sensitive employee reports and information.

What tools will the Employee Relations Sr. Analyst use to identify trends?

The analyst will leverage metrics, tools, data, and resources to identify employee relations trends and develop proactive strategies.

How does this role contribute to organizational risk management?

This role supports a broader people risk management agenda by developing strong employee communication channels and aligning business partner relationships.

Will the Employee Relations Sr. Analyst provide support on policy interpretation?

Yes, the analyst will provide direction and support on policy interpretation, internal reviews, and various employee relations topics.

Expertly crafting jewelry for the world’s greatest love stories since 1837.

Retail & Consumer Goods
Industry
10,001+
Employees
1837
Founded Year

Mission & Purpose

In 1837 Charles Lewis Tiffany founded his company in New York City where his store was soon acclaimed as the palace of jewels for its exceptional gemstones. Since then TIFFANY & CO. has become synonymous with elegance, innovative design, fine craftsmanship and creative excellence. During the 20th century fame thrived worldwide with store network expansion and continuous cultural relevance, as exemplified by Truman Capote’s Breakfast at Tiffany’s and the film starring Audrey Hepburn. Today, with more than 13,000 employees, TIFFANY & CO. and its subsidiaries design, manufacture and market jewelry, watches and luxury accessories – including more than 5,000 skilled artisans who cut diamonds and craft jewelry in the Company’s workshops, realizing its commitment to superlative quality. The Company operates more than 300 TIFFANY & CO. retail stores worldwide as part of its omni-channel approach. To learn more about TIFFANY & CO. as well as its commitment to sustainability,