Overview

You will work remotely until at least July 2021.

Job Description

About the Role:

The New York Times HR Policy & Employee Relations group, within the Human Resources team, partners with our employees to create an organizational culture of trust and respect. Our group works with HR Business Partners, company leadership, the Legal team and additional partners across the organization to create positive employee experiences, develop people-focused and legally-complaint policies, and employ fair and objective processes for investigating and addressing employee relations issues. We provide advice, guidance and recommendations on matters such as performance, behavior, conflict prevention and dispute resolution to ensure an equitable workplace, and enhance relationships between employees, managers and the company.

We are looking for a Manager to report to the group’s Executive Director as an essential partner focused on conducting workplace investigations observing internal policies and practices, and applicable employment laws and regulations. You will conduct prompt, thorough, objective and fair investigations of employee concerns and complaints, and gather all relevant factual information and data necessary to identify and analyze the issues and debrief relevant parties. Thereafter, you will make findings, suggest and implement recommendations, and promote the equitable resolution of employment issues across the company, in close coordination with the appropriate HR Business Partners and managers. Additionally, you will provide daily Employee Relations guidance to HR Business Partners, managers, and employees, and create HR policies using benchmarking, data analysis, writing, and editing in partnership with Legal, HRIS and others.

You will work remotely until at least July 2021. If you are an experienced HR, ER, employment law, and/or workplace investigation professional who is passionate about upholding a culture that is fair, respectful and inclusive, we’d like to hear from you!

What You’ll Do:

Internal Workplace Investigations:

  • Plan, conduct, and resolve investigations in response to employee concerns and complaints regarding unfair treatment, inappropriate behavior, harassment, discrimination, policy violations, and other employee issues.

  • Demonstrate a fair process and systematic methodology in conducting workplace investigations.

  • Organize, summarize and explain issues and relevant factual information and data to Legal, HR Business Partners and relevant parties for consideration and creation of investigation plan, conclusions and outcomes.

  • Draft clear, concise investigation reports and summaries, analyzing information gathered and applicability to relevant policies.

  • Partner with our Legal team and HR Business Partners on the implementation of investigation outcomes for involved parties and impacted work group.

Employee Relations, Employment Compliance and Risk Management:

  • Ensure that employment practices are legally compliant, meet or exceed company values and standards of fairness and equity, and foster a diverse and inclusive environment.

  • Provide daily guidance on Employee Relations topics, such as complaints, performance management, grievances and conflict resolution issues, following relevant employment laws, legislative trends, and best practices.

  • Partner with internal experts, including HR Business Partners, Legal, Labor Relations and additional partners, to identify important trends in employee relations, predict and mitigate risk, and provide and implement Employee Relations solutions.

  • Educate and train managers and Human Resources colleagues on relevant Employee Relations topics and policies.

  • Analyze data to inform Employee Relations solutions.

  • Conduct intake on matters that require an Employee Relations investigation (see above).

  • Provide recommendations for Employee Relations/organizational culture improvements based on investigation results.

Policy Development, Governance and Interpretation:

  • Lead or partner on the end-to-end creation, implementation, governance and interpretation of HR policies, guidelines and procedures, using in-depth expertise in of relevant law, legislative trends, best practices and company values and standards of fairness and equity.

  • Develop and maintain tools to help standardize processes and scale the HR Policy function.

  • Contribute to the development of communication strategies for new HR policies guidelines and procedures.

  • Partner with internal experts, including HR Business Partners, Legal, HRIS, Labor Relations, Finance and others.

  • Analyze data to inform HR Policy solutions.

Required Qualifications:

  • 5+ years of experience in HR policy, Employee Relations, Employment Law, and/or Workplace Investigations.

  • Current and active experience conducting workplace investigations (e.g., you have conducted at least 10 to 20 workplace investigations over the last 2 years).

  • Broad expertise in HR policy and ER investigations.

  • Knowledge of current US employment laws and regulations.

  • Expertise in conflict resolution, multi-functional collaboration and project management.

  • Expertise in professional business writing and presentation, specifically related to the summarizing and analyzing of investigation findings.

  • Experience in data tracking, analysis and trend forecasting.

Preferred Qualifications:

  • Bachelor’s degree in an HR-related area (Master’s degree or HR professional certification a plus).

  • 5+ years of experience in conflict resolution, mediation or related areas.

  • Experience working in a global corporation.

#LI-AM1

The New York Times is committed to a diverse and inclusive workforce, one that reflects the varied global community we serve. Our journalism and the products we build in the service of that journalism greatly benefit from a range of perspectives, which can only come from diversity of all types, across our ranks, at all levels of the organization. Achieving true diversity and inclusion is the right thing to do. It is also the smart thing for our business. So we strongly encourage women, veterans, people with disabilities, people of color and gender nonconforming candidates to apply.

The New York Times Company is an Equal Opportunity Employer and does not discriminate on the basis of an individual’s sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The New York Times Company will consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local “Fair Chance” laws.