About the Role:

The Employee Relations Director & Investigations Lead role is part of a centralized Employee Relations team that collaboratively works with Human Resources Business Partners (HRBPs), other Centers of Excellence (COEs) across Human resources, Legal and Compliance and other key stakeholders. The Employee Relations Director and Investigations Lead is a blended consulting and investigations role.

The incumbent will act as a trusted consultant and business partner for their assigned client group by providing advice and counsel on all types and complexity of ER cases including reductions in force (RIF) and restructuring, performance management, corrective actions, complex leave and accommodation cases, health & safety matters and general policy interpretation. They will also be responsible for managing the most complex RIFs and restructuring for businesses outside of their assigned client group. The incumbent will also act as the Investigations Lead by ensuring a consistent investigations program and strategy is utilized for all HR-related investigations across the organization. They will oversee basic to moderate level investigations and will take the lead in conducting more complex investigations. They will also be responsible for investigation data and trend analysis, root cause solutioning, and identifying best practices so that long-term solutions can be developed and applied.

Supervisory Responsibilities:

• This position does not formally manage direct reports. However, as the Investigations Lead, they are responsible for providing performance feedback, coaching and guidance to to other ER team members who are conducting basic to moderately complex investigations.
• This position is also responsible for coaching, mentoring and guiding less experienced members of the ER team on RIFs and reorganizations and other ER consulting cases.

Duties/Responsibilities:

• Demonstrates an advanced level of knowledge in the various employment laws and trends that come in to play in the workplace (e.g. Title VII, Americans with Disabilities Act, Fair Labor Standards Act, Family Medical Leave Act, Age Discrimination in Employment Act, etc.). Able to independently and thoughtfully use this knowledge to identify and evaluate relevant facts and potential risk factors unique to each ER case and come up with well-thought out recommendations that drive consistency in the application of policies and programs, but also appropriately consider and balance risk, business needs and the employee experience.
• Demonstrates an intermediate to advanced understanding of the goals and objectives, key functions and roles across Corebridge and an advanced understanding of the goals and objectives, key functions and roles for their assigned client groups.
• Demonstrates an advanced level of knowledge in the laws associated with the RIF process (e.g. Older Worker Benefit Protection Act, Worker Adjustment and Retraining Notice, discrimination and harassment laws, etc.).
• Independently able to partner with senior leaders and HRBPs in planning and implementing large-scale restructuring and reorganization initiatives in a way that ensures compliance with the various employment laws, but also focuses on employee experience.
• Independently manages and provides advice and counsel on all types and complexity of ER cases for their assigned client group including reductions in force (RIF) and restructuring, performance management, corrective actions, complex leave and accommodation cases, health & safety matters and general policy interpretation. In doing so, identifies and offers creative solutions with appropriate consideration of any elevated risk factors as appropriate.
• Proactively identifies training and education needs of assigned client groups in understanding company policies and practices related to performance management, corrective action, accommodations and other ER topics. Creates and implements corresponding resources and materials as needed – leveraging existing resources while also ensuring consistency across various client groups and businesses within Corebridge Financial.
• Uses effective communication and influencing skills to educate leaders, employees, HRBPs and other key stakeholders on the context behind our recommendations so that they can make informed decisions.
• Uses data for trend identification and to help inform decisions related to policies, processes and case recommendations.
• Recognizes and understands workplace dynamics and adapts consulting style to each unique situation or task accordingly. Demonstrates an ability to independently identify potentially visible/impactful cases and takes timely and appropriate action to brief appropriate key stakeholders (e.g. HR Business Partner, Head of ER, Legal, senior leadership member) in advance. 
• Proactively and independently identifies improvements or enhancements to ER-owned processes. Identifies other key stakeholders to engage, proactively brainstorms and analyzes recommendations, and implements solutions while ensuring all potential downstream impacts are considered.
• May manage small to medium ER-owned projects. In doing so, demonstrates an ability to identify project goals and outcomes and the corresponding tasks and timelines needed to achieve the project goals; obtains buy in and partners with other key groups, and; thoughtfully considers key stakeholders in order to identify and implement corresponding communication and/or change management plans accordingly.
• Other duties as assigned.

Investigations Lead Responsibilities

• Independently leads complex investigations from intake through completion by developing investigation strategy, conducting witness interviews, identifying and analyzing relevant documentation and data, drafting investigation reports, communicating efficiently with key leadership throughout the investigation, and delivering investigative findings to appropriate stakeholders.
• Oversees basic to moderately complex investigations performed by other members of the ER team, providing coaching and guidance to ensure timely and thorough investigations are completed.
• Provides investigations training and onboarding to new ER team members and others who may perform investigations (e.g. HRBPs)
• Critically analyze and recommend improvements to investigative processes, case tracking, data and reporting, and techniques in a scalable, consistent way.
• Uses data for trend identification and to provide actionable feedback to legal, human resources, and other stakeholders to reduce overall risk in the organization.
• Work with legal team, as appropriate, in the investigation of and preparation of responses to employment-related agency charges and litigation.
• Provide highly responsive, accountable, accurate, and timely service to internal customer groups.

Education and Experience:

• Bachelors degree in Human Resources, Business, or related field preferred
• 8+ years of experience in Human Resources or Employee Relations.
• 2+ years conducting internal investigations related to alleged employment law violations
• Demonstrated expertise managing large-scale restructuring and reorganization initiatives
• Demonstrated expertise leading complex harassment, discrimination, and retaliation investigations.
• Excellent consultative, interpersonal/influencing skills, including the ability to build trusted relationships at all levels across the organization.
• Ability to lead and engage in constructive dialogue, willingness to offer or to hear new and potentially challenging ideas to foster conversation and critical thinking, ability to deliver difficult / complex messages and help others understand multiple points of view to drive outcomes.
• Strong analytical and data skills and the proven ability to translate the data into information to facilitate business decisions.
• Demonstrated ability to independently adjust to competing priorities, operate through risk and uncertainty in a high-volume work environment.
• Demonstrated ability to perform the essential duties of the position with or without accommodation.
• Authorization to work in the United States without sponsorship.
• Ideally, this role will be located out of a HUB location but willing to consider an alternate location for the right candidate.

Physical Requirements:

• Prolonged periods sitting at a desk and working on a computer.