- Responsible for providing strategic, proactive guidance, advice and expertise in HR/ER risk management, policy development and technical assistance to all levels of the firm, including both internally within Talent and to our businesses. Responsible for working with others to identify, develop, implement and monitor strategies and tactics associated with minimizing the risk of non-compliance in a broad range of areas. 

- Regularly supervises the day-to-day activities of a group of employees. Responsible for assigning work, meeting completion dates, interpreting and ensuring application of policies and procedures. Also provides day-to-day advice and coaching to practice offices in the areas of employment law case management. May also be responsible for performing the work being supervised.

- Develop and implement HR policies, guidelines and initiatives to include legal research, training, and on-going support to HR, the Office of General Counsel, and firm leadership.

- Investigate and provide recommendations or guidance to firm leadership, HR, and the Office of General Counsel on potential violations of firm policy and/or the law. Discusses, develops and executes action plan to address various employee relations concerns (e.g., interviews, other data collection, follow-up activities, etc.). Investigates and resolves grievances, incidents, and employee relations-related issues, including those raised through the Ethics Helpline

- Manage the firm's background investigation process to minimize the risk of bad hires

- Educate, coach and provide guidance to HR and firm leadership in the areas of performance management, assessing and managing potential workplace violence, selecting individuals to be separated during realignments, managing separations with fairness, and recent changes/additions to employment law

- Manage the adverse impact process for the firm

- Performs other job-related duties as assigned

- Interprets and supports compliance within the context of Deloitte policies. Monitors and follows action plan to resolve employees who do not meet compliance standards

- Develops materials to assist Business Advisors in escalating employee relations matters

- Provides oversight to the development and implementation of regional and local office Affirmative Action plans

- Collaborates with others in responding to requests for Department of Labor audits, and other legal and regulatory processes. Monitors and reports on compliance activities as requested and/or required

- Maintains current knowledge of transition industry trends and conducts research related to outplacement services, career planning, and coaching such as review business web sites, hiring companies and outplacement competitors

- Provides one-on-one, individual, customized transition coaching to professionals across all FSSs via phone or email: Utilizes exercises and assessments such as MBTI to provide career coaching; drafts, edits client marketing materials such as resumes, letters and on-line profiles; assists clients in development and execution of job search strategy, including effective networking, use of online resources and search agencies; prepares clients for interviews and offers mock interview practice; assists clients in offer evaluation and negotiation strategy Conducts outplacement workshops to client groups when appropriate

- Works with Acquisition and Mobility leaders and team members to build eminence within the service area. Provides thought ware and creates bi-weekly communications (e-newsletters) provided to Alumni, create and conduct webinars to deliver to Alumni

- Honors client service level agreements and maintains client relationship data for accurate reporting

Qualifications - 

- Master's Degree in HR (Minimum 10 years of related experience preferred)

- 10-15 years of relevant experience

- Expertise in HR/ER risk management, policy development and technical assistance to all levels of the firm, including both internally within Talent and to businesses

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