For over 180 years, Tiffany & Co. has enriched the lives of our customers by creating enduring objects of extraordinary beauty that are cherished for generations.

The Employee Relations Sr. Analyst (HR Compliance, Policies, Trainings and Administration) will be the primary contact for local, state and federal HR Compliance related matters. This role is responsible for implementing global best practices to mitigate risk while ensuring consistency and fairness on all employee-related matters for all markets. 

This role will be a subject matter expert on all issues related to the human resources function; primarily responsible for ensuring compliance with external regulations and internal company policies.

Location: This position is in-person in at our Corporate Office in New York, NY.

Responsibilities:

Policy and procedure ownership and compliance:

• Stay abreast on all legislative and regulatory changes and/or developments and ensure changes to are restructured with, policies, articles, practices and HR systems.
• Research changes in laws and regulations, analyze their impact on the organization, and communicate findings to stakeholders
• Partner with legal regarding new and updated regulatory requirements
• Assess, recommend, and implement policies and practices as needed to meet the needs of the organization
• Collaborate with HR partners regarding communication and implementation of policies and programs (handbook, websites, etc.) to ensure compliance with employment laws/ regulations
• Ensure that employee relations procedures and systems are compliant with federal, state, and local law
• Drive direct leadership of ER strategies and initiatives through the development of strong employee communication channels and strategically align business partner relationships to support a broader people risk management agenda
• Build, maintain, and lead the reduction in workforce strategy
• Serve as point of contact for all required workplace posters, as well as update the internal resource page with up-to-date workplace posters
• Drive a “continuous improvement” culture within Employee Relations function

Employee relations concern management, metrics and reporting:

• Discreetly handle sensitive employee reports or information
• Build monthly, quarterly and annual reports to identify ER trends
• Leverage metrics, tools, data, and resources to help identify ER and organizational effectiveness trends, insights and proactive strategies that assist with growing engagement and reducing risk (may include internal processes, identification, and selection of vendors, etc.)

Training:

• Serve as project lead for the creation and delivery of training to HR partners, the business and employees that improves employee knowledge of matters such as harassment, discrimination, retaliation, bullying, working conditions, etc. to minimize organizational and personal risk
• Develop and execute communications and training strategies which most effectively support and position the related objectives and messages (including policies procedures and programs) 

Consultation on ER compliance and risk: 

• Provide direction and support to partners on topics ranging from policy interpretation, internal concern reviews, performance management, harassment, discrimination, retaliation, unfair dismissal, reductions in workforce and more
• Ensure all employment practices utilized by Global Employee Relations Team are updated, legally compliant, and meet the requirements of company standards

Alertline and concerns review:

• Provide backup coverage when need for conducting internal reviews such as discrimination, harassment, bullying, working conditions, unfair dismissal, retaliation, wage and hour violations, disciplinary actions, and employee and applicant appeals and grievances when requested
• Ensure consistent and equitable process are applied
• Make recommendations and oversee implementation of decisions that lead to the fair and consistent resolution of claims related to discrimination harassment, working conditions, disciplinary actions, and employee and applicant concerns

The hiring range for this position is $97k-$130k.  The rate of pay offered will be dependent upon candidates’ relevant skills and experience.

Required Qualifications:

• 4+ years of either HR/Employee (or Labor) Relations/Employment law experience
• Knowledge of laws and regulations relating to labor and employment
• Excellent verbal and written communication skills
• Excellent project management skills
• Ability to multi-task and work proactively, handling possibly conflicting priorities
• Ability to exercise considerable judgment during conflict resolution and discretion in sensitive, complex, or ambiguous situations

Preferred Qualifications:

• Experience supporting retail populations