Manager, Employee Relations (Legal)

Job Classification:

Corporate - Legal and Compliance

Prudential's Employee Relations Center of Expertise (ER CoE) is seeking an Employee Relations Manager. The Manager, Employee Relations will support the coordination and management of organizational design changes resulting in position eliminations (U.S. based). This role will also partner with HRBPs, business leaders and employees to provide guidance and consultation on traditional employee relations matters.

Reporting to the Director of Employee Relations, the successful candidate will support the reorganization team within the ER COE. While the organizational design strategy is determined by the business working with their HRBP, this role is responsible for assisting the business in effectively conducting job eliminations to achieve their future state while minimizing risk to the company. In addition, the incumbent will work with business leaders to provide guidance and consultation including, but not limited to, performance coaching/counseling, conflict resolution, investigation of complaints, disciplinary action, and policy interpretation as needed. This position will play a key role in day-to-day risk mitigation, and continuously look to identify process improvements and new ways of working.

While a hybrid employee work arrangement is strongly preferred, remote candidates will be considered. 

Responsibilities:

• Coordinate and handle work related to job eliminations across the company.
• Partner with HRBPs and Employment Law to ensure all business cases are finalized in a timely fashion, create Workday reports for Employment Law to assist with business case and ADEA Notice review and ensure timely distribution of ADEA Notices to impacted employees, where applicable.
• Partner with business leaders to conduct job elimination notifications and review employee separation packages, where needed. Coordinate, manage and handle accurate dissemination of impacted employees' separation packages.
• Input, track, and maintain data for job eliminations and other relevant projects.
• Maintain accurate accounting of job elimination data and provide reports to various stakeholder partners based on established cadence and/or as needed.
• Draft and/or update written communications, talking points, and/or training materials for leader notification meetings and employee separation package review sessions.
• Continually assess the job elimination processes and supporting resources (e.g., FAQs, SOPs, etc.) for updates, enhancements and necessary changes.
• Work closely with HR Operations and Employment Law to implement any changes to supporting documents, as well as the review of separation-related documents and legal notices including, but not limited to NJ WARN.
• Partner with HR Operations on severance related systems or project-related work.
• Participate in other ER related projects and initiatives, as needed.

Additional responsibilities (which may fluctuate based on the volume of reorganizations) will include:

• Conduct HR investigations, including, but not limited to, unfair management practices, favoritism, bullying, etc. The role will not conduct investigations into allegations of unlawful conduct (e.g., unlawful discrimination, harassment and/or retaliation), but will be responsible for closing out these investigations with the relevant parties.
• Provide guidance to management in the handling of performance counseling, attendance counseling, policy violation and conduct-related cases. Partner with applicable areas (e.g., Employment Law, Employee Benefits, etc.,) to ensure review, assessment, and recommendations on employee absence situations comply with federal, state, and local laws, as well as company practice;
• Consult on HR Policy interpretation and application.
• Support management at employment termination meetings, including but not limited to performance, attendance and conduct based terminations.
• Provide thorough and timely documentation in the ER COE's case management tracking tool.

  Requirements:

• Minimum of 5 years of professional work experience in Human Resources.
• Experience handling complex employee relations issues, including investigations, disciplinary actions, and conflict resolution.
• Strong working knowledge of state and federal employment laws including but not limited to: FMLA, ADA, FLSA, NLRB, Title VII, state paid sick leave, etc.
• Ability to work independently and with a sense of urgency, handling multiple initiatives at one time.
• Demonstrated verbal and written communication skills.
• Proven organizational skills and superior attention to detail.
• Excellent collaboration skills with key partners and stakeholders with strong customer focus, relationship-building skills, and the ability to deliver commitments on a timely basis.
• Demonstrated follow-through, drive for results and initiative with the ability to bring issues to closure.
• Demonstrated project management skills.
• Prior experience handling reorganizations and job eliminations preferred.
• Strong technical skills including proficiency with MS Office tools (in particular Excel and SharePoint), familiarity with HR Systems such as Workday is a plus.

What we offer you:

Prudential is required by state specific laws to include the salary range for this role when hiring a resident in applicable locations. The salary range for this role is from $107,300.00 to $166,400.00. Specific pricing for the role may vary within the above range based on many factors including geographic location, candidate experience, and skills.

• Market competitive base salaries, with a yearly bonus potential at every level.