Get To Know Our Team 

The People Team is a purveyor of opportunity, searching the globe for the most talented individuals and offering them an open, collaborative workplace. Our Global Employee Relations team partners with ER Services, HR Business Partners, Legal, Compliance, and business leaders to strengthen fair, consistent, and legally sound people practices. We provide expert consultation, establish governance and decision frameworks, identify systemic risk, and translate insights into practical policies, processes, and organizational capability. 

The Opportunity 

We are looking for an experienced Employee Relations Senior Consultant to join our Global Employee Relations team. As a senior individual contributor, you will provide expert consultation on employee relations, employment policy, workplace risk, and industrial relations. Rather than owning routine case management, you will act as an escalation and advisory partner to ER Services, HR Business Partners, and leaders—helping them interpret policy, navigate complex or precedent-setting matters, and make consistent, well-reasoned decisions. You will also strengthen ER governance, quality assurance, policy and process design, risk insight, and organizational capability across our global operations. 

What You'll Do 

• Provide Senior ER Consultation: Serve as a trusted subject-matter expert to ER Services, HR Business Partners, and leaders, providing practical advice on complex, sensitive, novel, or precedent-setting employee relations matters. 

• Interpret Policy and Legislation into a scalable approach: Translate employment legislation, regulatory developments, and company policies into clear, accessible guidance that supports consistent and legally sound decision-making across all markets that we operate. 

• Strengthen ER Governance: Define and maintain minimum standards, decision frameworks, escalation criteria, playbooks, templates, and governance practices for employee relations processes and decisions. 

• Provide Quality Assurance: Conduct thematic, sample-based, or targeted reviews of ER practices and selected higher-risk matters to assess consistency, documentation quality, control effectiveness, and alignment with policy. 

• Advise on Complex Workforce Matters: Support HR partners and leaders on restructures, collective matters, significant employment decisions, policy exceptions, and other high-impact situations by providing options, risk assessments, and recommendations. 

• Support Union and Industrial Relations: Provide subject-matter advice on union engagement, collective consultation, bargaining, and dispute resolution. Partner with local ER and HR Business Partner teams on preparation, proposal analysis, leader briefings, negotiation scenarios, and consultation guidance. 

• Monitor Risk and Compliance: Identify emerging employment, workforce, regulatory, and reputational risks; support appropriate escalation; and maintain visibility of material trends, control gaps, and remediation priorities. 

• Improve Policy and Process: Use case trends, employee feedback, disputes, audit findings, and external developments to recommend practical improvements to policies, processes, controls, and manager guidance. 

• Build ER Capability: Develop and refine toolkits, decision trees, FAQs, training, and calibration forums that strengthen the capability of ER Services, HR partners, and managers while maintaining clear ownership of operational decisions. 

• Partner Across Functions: Work closely with Legal, Compliance, People Analytics, and other stakeholders on audits, regulatory matters, dispute forums, and cross-functional improvements, while respecting the distinct accountabilities of each function. 

Required Qualifications 

• Minimum 8 years of experience in Employee Relations, Labor or Industrial Relations, employment policy, HR risk, or HR Business Partnering roles within large, complex, or regulated organizations. 

• Demonstrated experience advising on complex, sensitive, or precedent-setting employee relations matters without relying on direct operational ownership. 

• Strong working knowledge of employment legislation, employee relations, workplace dispute resolution, and industrial relations practices. 

• Experience developing, interpreting, or governing employment policies, decision frameworks, controls, playbooks, or assurance processes. 

• Ability to translate complex legal, regulatory, and organizational requirements into practical guidance for HR partners and leaders. 

• Strong risk assessment, critical thinking, and judgment, with the ability to present clear options, implications, and recommendations. 

• Strong consultation, influencing, facilitation, negotiation, and conflict-resolution skills. 

• Ability to build credibility and influence senior stakeholders without direct authority in a global, matrixed environment. 

• Experience using qualitative and quantitative insights to identify systemic issues and improve policy, process, or organizational capability. 

• High levels of discretion, integrity, and sound judgment when handling sensitive and confidential matters. 

• Degree in Human Resource Management, Law, Industrial Relations, or a related discipline—or equivalent professional experience. 

• Fluency in written and spoken English. 

Preferred Qualifications 

• Experience working across multiple jurisdictions, cultures, or business models. 

• Experience supporting union engagement, collective consultation, bargaining preparation, or industrial dispute resolution. 

• Experience with ER quality assurance, audits, compliance reviews, or risk and control frameworks. 

• Curiosity and the confidence to challenge established practices constructively. 

• Strong ownership, attention to detail, humility, and flexibility. 

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