Senior Employee Relations Partner

Summary

Join ServiceNow as a Senior Employee Relations (ER) Partner, a strategic role within the Global People Operations organization. You will provide expert advice and counsel to managers and HR teams on performance management and employee relations matters. Lead and manage investigations, ensuring global consistency and data integrity in our case management system. Support the implementation of consistent global ER processes, including trainings and tools. Partner with HRBPs and the Global Employment Law group to improve the employee experience. Provide objective insights and subject matter expertise on employment laws. Act as a liaison between HRBPs and global COEs. Assist in various HR initiatives and projects, including organization reviews and workforce reductions. Identify and lead learning & development initiatives, providing insights into daily operations and process improvements. This role offers the opportunity to make a positive impact on the work environment for all employees.

Requirements

• Experience in leveraging or critically thinking about how to integrate AI into work processes, decision-making, or problem-solving. This may include using AI-powered tools, automating workflows, analyzing AI-driven insights, or exploring AI’s potential impact on the function or industry
• Understanding of the EMEA region, and familiar with country specific employment laws and requirements
• 5+ years of experience handling a variety of ER issues from performance improvement to full blown investigations
• Bachelor’s, with employment law experience or advanced certification is preferred
• Five plus years experience within Employee Relations or similar fields
• A love of investigating and getting the root of problems
• Desire to become an employment relations expert
• Ability to maintain objectivity in the face of glaring allegations
• Excellent interpersonal facilitation, presentation, and negotiation skills
• Ability to manage own time and workload, juggling conflicting priorities
• Knowledge of HR programs and processes (e.g., performance management, workforce planning, talent management and employment laws)
• Ability to work effectively under pressure in a fast-paced environment
• Possess confidence in handling ambiguous and fluid situations
• Good understanding of cultural and geographical differences and practices
• Experience with Works Councils, Unions, and or Labor Relations
• Analytical skills to interpret data to unlock stories, trends / hot spots and action on learnings
• Enthusiastic team player who inspires others, has a sense of humour, is empathetic and passionate about people

Responsibilities

• Coach HRGs and HRBPs through performance management situations, conflict resolution, policy interpretation and to provide guidance on best practices
• Lead and manage investigations as necessary, while partnering with our Global Employment Law team
• Participate in overseeing our ER case management system to ensure global consistency and data integrity
• Support implementation of consistent global ER processes across the enterprise, including trainings and case management tools
• Partner with HRBPs and Global Employment Law group to drive consistent performance management and design initiatives geared toward improving the employee experience
• Provide objective insights into employee relations matters to our HRBPs and HRGs to drive consistency globally
• Provide subject matter expertise related to implicated employment laws on a situational basis in conjunction with the Global Employment Law team
• Act as a liaison between the HRBPs and global COEs to ensure that HR programs are aligned with internal client needs
• Provide HR policy, process and/or program advice and coaching to HRBPs and managers, when appropriate
• Assist in driving communication and sharing of best practices across the HRBP team to facilitate continuous improvement
• Assist in specific projects as determined in the annual HR operational plan and coordinate across the global HRBP team to deliver business and HR initiatives such as organization reviews; performance management process; compensation planning cycle; talent review and succession planning processes; and workforce reductions, when applicable
• Complete ad-hoc projects, reporting and tasks as required with cross-functional HR / Partner teams, working on or leading projects/programs
• Identifying and leading learning & development initiatives
• Providing DIBs insights into day-to-day initiatives and programs
• Looking at greater process improvements w/ current GT processes in place i.e. extensions of building out living documentation related to GT philosophies for sustainability/scale purposes