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The Sr. Employee Relations Advisor role is a member of a centralized and evolving enterprise Employee Relations (ER) team in Human Resources. The role requires a considerable degree of autonomy and self-direction involving all aspects of ER advisory and investigatory work.
KEY RESPONSIBILITIES AND DUTIES:
Manage ER advisory and investigatory caseload for assigned business areas with a strategic view to successful issue resolution and broader risk mitigation
Exercise strong practice management of ER caseload including timely case origination, documentation, communication, tracking, close out, and periodic/regular reporting, all in compliance with established policies and procedures, with considerable autonomy
Rigorous focus on ER procedural adherence, process improvements, and cultural adoption across Human Resources and the enterprise
Train, guide, and coach ER Advisors and ER team members and assist Chief Employee Relations Officer in effectively coordinating and utilizing aligned ER team resources to manage ER advisory and investigatory caseload for assigned business areas
Accurate, timely, and daily use of online case management system, online file maintenance, and case tracking to and through case closure; assist in ongoing development and maintenance of case management system
Accurate and compliant case intake, background gathering, interviewing, note-taking, written and verbal reporting, and document retention, all in compliance with established policies and procedures
Schedule and conduct timely interviews and provide appropriate stakeholder updates; conduct telephone and/or in-person investigations including those which may require overnight travel (20-35% travel)
Advise on variety of employee and contingent worker issues such as: performance management (manager and employee), behavioral/conduct, policy interpretation, workplace conflicts, potential legal allegations; and workplace environment
Timely and thoroughly prepare clear and concise work product (reports, memoranda, work papers, etc.) that meets professional practice standards and serves as corporate record; attention to detail a must
Serve as a line-of-defense and prevention by identifying potential ER issues and developing/potential trends, and advising HR, Law, business, and other partners on investigatory and mitigation plans
Develop and deliver relevant professional development (live, webinar, “on demand” training) on concerns management, speaking up, and ER best practices to managers and employees
Partner in key conduct policy development and awareness, including detection and preventative tools supporting concerns management and a “speak up” culture
Deliver insights and trend analyses to HR Business Partners and key business leaders for assigned business areas, including critical thinking on diagnosis and solutions/preventative strategies
Provide focused coaching and counseling to managers and leaders on addressing and resolving workplace or team-related ER issues and performance challenges
Identify, collaborate, and leverage HR Business Partners, Employment Law, Internal Investigations, Corporate Security, Benefits, Cybersecurity, and Compliance while demonstrating the ability to manage and protect sensitive, confidential information
Identify and ensure stakeholders such as the Chief Employee Relations Officer, HR Business Partners, Internal Investigations, and Law partners are promptly and orderly informed on case status, progress, and developments
Assist Chief Employee Relations Officer and HR Leadership on special projects, investigations, and/or initiatives
7+ years experience as an HR Business Partner or in Employee Relations
HR experience with TIAA, Nuveen or TIAA Bank
Bachelor's Degree; JD preferred; PHR/SPHR preferred
10 years proven ER case management experience in a centralized ER model using an online case management system
5+ years full-time investigatory experience using utilizing an online case management system
7+ years ER experience in financial services industry
Independent management of high, dynamic case volume (up to 150+ cases/issues per year) with a mid-level or greater complexity
Strong and demonstrated practice management skills with knowledge and experience applying organizational HR policies, procedures, and protocols
Excellent knowledge and application of relevant employment, benefits, and labor laws
Demonstrated conflict resolution and risk management skills with ability to influence outcomes
Proficiency in online case management systems, other HR information and reporting systems, and Excel, Word, and PowerPoint
Using, applying, interpreting, and presenting analytics/metric-based insights to achieve outcomes, manage risk, and advise partners
Proven interpersonal skills with a reputation as diplomatic, professional, collaborative, approachable, and knowledgeable, including in a team-based environment
Ability to interact with individuals across all areas of an organization including executive management
Strong and effective written and verbal communication skills, with the proven ability to deliver clear and concise updates, reports, advice, and recommendations
Flexibility in approach within an evolving culture
Demonstrated ability to work effectively with employees at all levels including executive leaders
International HR and/or ER experience a plus
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This organization is an equal employment opportunity (EEO) employer, dedicated to maintaining a work environment free of bias, harassment, discrimination and retaliation. As an EEO employer, this organization expressly prohibits discrimination, harassment, and retaliation on the basis of race, creed, ethnicity, color, age, religion, sex, sex stereotype, pregnancy (including childbirth, breastfeeding or related medical conditions where applicable), sexual orientation, gender, gender identity, gender expression, transgender, marital status, national origin, ancestry, physical or mental disability, requesting a reasonable accommodation based on mental or physical disability, medical condition (as defined by applicable law), genetic history and information, citizenship status, military or veteran status, or any other status protected by federal, state, or local law or ordinance or regulation (collectively referred to here as “protected characteristics”).
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