The Global Employee Relations Team supports Western Digital ensuring consistency and reducing compliance risks in our employment practices and policies worldwide. The ER Team partners closely with the regional people solutions representatives, HR Centers of Excellence, Ethics and Compliance and Employment Law to review, advise, and investigate workplace concerns and ensure Western Digital’s employees are treated fairly. We are looking for a Director with a demonstrated passion for building innovative new programs and teams focused on creating and maintaining a positive employee experience for our employees worldwide. Our team is responsible for reducing risk to the business by developing programs to empower the next generation of high-performing, empathetic leaders. The Director must have a fierce commitment to equality and excel in pursuing fairness for all. As the Director, Employee Relations, you will grow coaching and investigations capabilities on the team while ensuring governance and due diligence to minimize risk. You will partner closely with your regional peers and HR Technology to automate, streamline and globalize existing processes. You will serve as a key driver in Western Digital’s high performane culture transformation ensuring alignment with our talent philosophy and effective support for our people leaders. The Director will help build a forward-thinking team that proactively identifies and acts in areas of opportunity. You will work cross-functionally to bring deep subject matter expertise to people processes and help build a roadmap for Employee Relations and Labor Relations programs and policies. This position reports to the Global Sr. Director for Employee Relations and HR Compliance. Essential Duties & Responsibilities: Develop and lead a highly skilled group of ER Partners Responsible for defining and executing the ER strategy in the region, providing consulting, support and direction for the ER function in the United States and EMEA. Act as the primary HR leader engaged in regional labor relations and works council activities. Act as the primary point of contact for regional projects/initiatives that have ER implications (including M&A) Serve as the key strategic partner with regional HRBPs and Employment Legal to execute on business strategies while mitigating risk. Support investigators in highly sensitive HR and Employee Relations issues, including analyzing data from various internal systems; approving case adjudication; proposing remedial action based on investigation findings; production of thorough investigation documentation. Analyze casework trends and produce strategic recommendations to the business to proactively address systemic issues. Collaborate, Coach and Influence Leaders on critical elements of compliance, investigations outcomes and other ER matters. Stay current on with business trends, HR and ER trends, employment law and the diversity and inclusion landscapes. Ensure operational excellence and develop a high-performance team. Work directly with internal and external partners to ensure a respectful and inclusive workplace culture Serve as a key partner with the Sr. Director to lead global Employee Relations programs, including but not limited to training, manager toolkits, process automation, program support, data analysis and more.
Required: 10+ years of experience in Human Resources 3+ years leading complex investigations 5+ years of leadership experience, developing high performing teams This role may require approximately 15% travel. Excellent communication and interpersonal skills, demonstrating an ability to earn trust, dive deep and work successfully on a broad spectrum of employee and labor relations issues and business challenges. Strong project manager, capable of independently owning large-scale, enterprise-wide projects Demonstrates an inclusive leadership style and a commitment to equality Experience working in a global company leading cross-functional regional and global projects of significant scope, complexity, and of a highly sensitive nature. Demonstrated success leading programs and driving process improvements High attention to detail including precise and effective customer communications and proven ability to manage multiple, competing priorities simultaneously. Effectively manages stakeholders across all levels of an organization Able to demonstrate sound judgment even in ambiguous or stressful situations. Able to identify and anticipate client needs and make recommendations for implementation The ability to understand business goals and recommend new approaches, policies, and procedures to drive continuous improvement Robust understanding of key HR concepts and practices (employment law, compliance, engagement, retention, and performance) With international activities, conference calls in the early morning or late evenings are a normal course of business. Flexibility on both your part and the company’s is expected. Many activities wit