Employee Relations Business Partner, Block

• Minimum 3+ years experience investigating or advising on complex employee relations issues, or equivalent experience as an employment attorney.
• Experience with employment law principles and conducting/advising on investigations of highly sensitive and nuanced workplace issues.
• Excellent interpersonal skills, strong emotional intelligence, and ability to build trust, rapport, and influence with executives, senior leaders, members of management, and employees at all levels of the company.
• Excellent writing skills.
• Strong critical thinking and analytical skills especially in complex, sensitive, and nuanced situations.
• Consistently exhibits high levels of discretion, integrity, professionalism, and confidentiality.
• Data-driven mindset with an eye toward innovation.
• JD degree or employment law experience.
• Experience conducting investigations globally or global employment law experience.

Desirable

• ER Business Partners are instrumental in conducting investigations on highly sensitive and complex employee relations issues, advising on policy interpretation and application, and providing guidance on employment matters where heightened risk and conflict are involved
• This role will report to the Global Head of Employee Relations with day-to-day direction from other senior team members
• Conduct thorough investigations into allegations of company policy violations with varying levels of complexities across multiple jurisdictions. This includes conducting investigations across Block’s global offices in NAM, EMEA, APAC, and LATAM.
• Adhere to investigative best practices and protocols around gathering and preserving information, documentation, and report writing.
• Make appropriate remedial or disciplinary recommendations following an investigation.
• Partner closely with Legal, HRBPs, and other functional partners within the People Team to recommend and implement solutions.
• Build, analyze, and maintain ER metrics and review them on a quarterly basis.
• Create insights from data to diagnose, design, and revise people programs, policies, and practices to maintain a fair and respectful workplace.
• Provide guidance to HRBPs on a myriad of issues, including policy interpretation and disciplinary actions, high-risk performance management, and other complex and sensitive employment matters.
• Support internal projects and initiatives as needed.