Associate Manager, Employee Relations

Work Flexibility: Remote

What you will do

Make an impact where it matters most—helping shape a fair, respectful, and high-performing workplace. In this role, you’ll lead complex employee relations investigations across multiple regions while partnering closely with HR and business leaders to strengthen culture, mitigate risk, and drive consistency. This is an opportunity to influence outcomes at scale while building trusted relationships across a global organization.

• ​​​​Conducts HR investigations for a high-volume portfolio of cases across all US, LATAM and Canada, including intake processes, investigation planning, conducting interviews, making determinations and recommendations, and providing reporting/insights analysis.   Communicates and updates status of investigations to relevant managers and HRBPs.  Makes recommendations to HRBPs and leadership regarding investigations and employee relations issues. 

• Provides additional support on high level, complex cases as needed.

• Analyzes HR investigations, employee relations and other data trends to address and mitigate risk and support and drive our culture of integrity.   Partners with HR to drive necessary improvements.

• Responds to alleged violation of rules, regulations, policies, procedures and standards of conduct through the initiation of appropriate investigation procedures in partnership with Employment Legal, Compliance and local HR teams. 

• Provides counsel and advice to HRBPs regarding employee relations issues, submits recommendations on addressing employee relations matters.

• Develops and delivers training to managers, employees and HRBPs as appropriate.  Supports in defining the standards and processes related to employee relations.

• Provides coaching to HRBPs on employee relations matters in addition to work environment matters.

• Coordinates with Compliance and Employment Legal regarding employee discipline for Compliance investigations that are not work environment matters.  May also assist in these investigations.

• Maintains knowledge of current and emerging laws and regulations, and periodically reviews and updates applicable standards, trends and issues affecting the company work environment and policies.  

What you need

Required

• Bachelor's Degree or 6+ years relevant experience

• Minimum 6 years of work experience

• Bilingual fluent speaking and writing Spanish

Preferred

• Minimum 3 years business-facing HR, HR COE, HR Operations, or role-related experience

• Minimum 1 year of relevant investigation experience

• Bilingual Portuguese

The ideal candidate would be a commutable distance from a major Stryker hub.

  

United States of America Pay Ranges:

• USN: $89,300 - $148,800 USD Annual
• US5: $93,800 - $156,200 USD Annual
• US10: $98,200 - $163,700 USD Annual
• US15: $102,700 - $171,100 USD Annual
• US20: $107,200 - $178,600 USD Annual
• US30: $116,100 - $193,400 USD Annual

View the U.S. work location and transparency guide to find the pay range for your location.

  

Travel Percentage: 20%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.