Manager, Workplace Investigations (Finance)

As a privately held, U.S.-owned and operated company, Crowley provides services to 36 nations and island territories. Our purpose is to bravely advance what's possible to elevate people and planet, with our core values of Integrity, Sustainability and Drive guiding everything we do.

By expanding and innovating our services, we have expanded our footprint in services within the Logistics, Land Transportation, Shipping, Wind and Fuel industries. Crowley and its affiliated companies have generated more than $3.5 billion in annual revenue through our people's focus on excellence and a culture that values everyone's voices and collaboration.

To continue laying the groundwork and challenge what's possible for our business, we seek to partner with individuals ready to elevate their careers with us.

SUMMARY: Responsible for managing employee relations and humans rights policies and procedures for the enterprise, assuring compliance and coaching the organization with the goal of minimizing legal risk by conducting thorough, fair, and timely investigations into a broad range of workplace concerns, with a core focus on matters such as discrimination, harassment, retaliation, misconduct, and policy violations. The role requires strong analytical and communication skils, discretion, and ability to manage sensitive situations with professionalism.

GENERAL RESPONSIBILITIES:

INVESTIGATIONS & CASE MANAGEMENT: Responsible for conducting investigations into employee complaints, concerns or allegations, including being primary lead for investigation providing thorough, objective and defensible workplace investigations into allegations of misconduct. Types of investigations may include, but not limited to harassment, (including sexual harassment), discrimination, retaliation, workplace violence, substance abuse, safety and security violations, and violations of company policy or procedure. In coordination with Labor and HR Business Partners, Audit, Legal, Security, and other enterprise stakeholders will develop and administer investigative protocols and make recommendations on corrective and/or disciplinary actions related to employee conduct and/or performance issues. Maintain detailed and accurate investigative records, summaries, and reports that clearly support findings and recommendations. Ensure investigations are conducted impartially and efficiently, with respect for all parties involved. Report findings to regulatory bodies in compliance with the Safer Seas Act and other legal requirements, as appropriate.

LEADERSHIP & TEAM MANAGEMENT: Supervise, coach, and support the professional development one direct report. Oversee and provide guidance on cases handled by direct report, ensuring quality and consistency of all investigations. Work with any third party investigators, when appropriate or necessary, and provide same quality assurance. Prioritize workload and case assignment amongst team to balance responsiveness and thoroughness. Take a proactive approach to employee relations by: providing timely incident reports and metrics to People & Culture leadership in order to determine potential trends or issues at company locations; providing ongoing support, training, and coaching in employee relations best practices and corporate standards where and when appropriate, and leading education and development of workplace conduct policies and processes, including the Crowley Human Rights Policy. Serves as subject matter expert on employment laws. Helps to maintain a positive employee relations climate by facilitating discussions, by providing consistent advice and guidance to managers and employees for problem resolution of work-related conflict and by using data to implement best practices. Lead, develop and implement streamlined processes for handling all Employee Relations issues across the enterprise. May be asked to support Labor Relations or HR Business Partner teams with projects. EDUCATION: Bachelor's degree in business administration, human resources or a related field, law; or equivalent combination of post high school education and experience.

EXPERIENCE: 5 years related work experience in human resources or labor relations providing consultation to managers employees and/or business partners, including at least 2 years experience in employee relations conducting workplace investigations. Strong knowledge of employment laws and regulations (e.g. Title VII, ADA, FMLA, etc.) is required. Experience with Human Rights and EEO policies and/or their development is highly preferred. Experience performing investigations into security related matters, fraud, or as an internal auditor is a plus.

TECHNICAL PROFICIENCY: Proficient in Microsoft Office products, including Excel, Outlook, and Word. Proficient with HR information systems and tools. Knowledge of financial systems or security related tools is a plus. Bi-lingual skills is a plus.

COMPETENCIES: Ability to communicate effectively verbally and in writing at all levels of the organization. Ability to identify and/or document existing and new processes as well as evaluate their effectiveness, develop improvements and/or recommend changes or alternatives. Ability to interpret and apply related federal, state, and local laws, ordinances, rules, and regulations related to the administration of human resources/employee relations. Ability to establish and maintain effective working relationships with internal/external business partners. Ability to manage and lead an effective team. Ability to effectively manage multiple projects that may vary in nature and scope. Ability to identify and/or document existing and new trends, as well as evaluate and predict the impact on the organization. Knowledge of the principles, practices, and standards of human rights and employee relations. Proven ability to handle sensitive issues with empathy, confidentiality, and professionalism. Knowledge of and ability to demonstrate effectiveness with conflict management and employee relations administration.

OTHER: PHR or SHRM Senior Certified Professional (SHRM-SCP)/(SHRM-CP) preferred.

JOB SCOPE: Position impacts the entire organization.

WORKING CONDITIONS: Normal office environment with little exposure to excessive noise, dust, temperature and the like. Extended use of computer keyboard and viewing of computer monitor and ability to sit for long periods of time.