Senior Manager, Employee Relations

Job Summary

Otsuka Pharmaceutical Company is a global healthcare company with the corporate philosophy: “Otsuka-people creating new products for better health worldwide.” Otsuka researches, develops, manufactures and markets innovative products, with a focus on pharmaceutical products to meet unmet medical needs and nutraceutical products for the maintenance of everyday health.

The Senior Manager, Employee Relations, will be a champion of Otsuka’s culture and values. This role will work directly with a Senior member of the HR community, reporting to the Director, Employee Relations. This role supports the Director and our business leaders to investigate employee relations issues presented from across our US pharma business, assess risk related to employee claims, navigate change, and help to build a sustainable ER organization for the future.

This role works in close collaboration with members of our Employee Relations Committee (ERC). The successful candidate will be required to monitor the effect of business decisions on people and advise management appropriately. This individual must not be afraid to challenge the status quo and must be able to present strong positions based on evidence and fact finding. The successful candidate is learning agile and able to deal with ambiguity while addressing complex issues and reaching and/or recommending clear and coherent solutions.

The Senior Manager is expected to stay current on Federal and State laws that impact the company and/or the employees. They must be able to understand the potential longer-term implications related to Federal, State, or local policy changes and help formulate a position that protects the company and its interests.

This position is based in Princeton, New Jersey. Otsuka maintains a hybrid work policy and travel is expected ~15% of the time based on business needs.

Job Description

• Conduct investigations in response to a range of employee relations concerns, including harassment, discrimination, retaliation, workplace violence, and other violations of rules, regulations, policies, and procedures
• Highly skilled in managing employee relations issues including participation in internal investigations and providing recommendations for resolution
• Partner with Ethics and Compliance on issues that have larger impact beyond Employee Relations and implications to the overall business
• Partner with Legal Affairs team in addressing ER-related legal concerns and HR leaders to provide counsel and facilitate prompt and effective resolution of workplace concerns
• Use effective interviewing and documentation techniques and utilize the designated online case management tool for tracking
• Report regularly regarding pending investigations and provide timely investigation reports with supporting documentation for all completed investigations
• Collaborate with the Director of Employee Relations and HR Business Partners to provide guidance on performance management processes, including coaching, counseling, and performance improvement plans
• Work with Director of Employee Relations to develop and reinforce an employee relations strategy and philosophy that provides clarity of direction, reliable measurement and clear feedback
• Able to identify the longer-term impact related to case issues to provide a full view related to potential risks
• Reinforce an employee relations strategy and philosophy that provides clarity of direction, reliable measurement and clear feedback
• Work closely with management and employees, under the guidance of the Director of Employee Relations, to improve work relationships, amplify engagement, and increase productivity and retention
• Demonstrated ability to manage multi-business employee relations needs

• Conduct trainings on compliance with policies and procedures
• Develop effective relationships with HR Business Partners to promote positive employee relations throughout the organization to ensure a high level of employee satisfaction and engagement
• Partner with HR Centers of Excellence (COE’s) which include Operations, Total Rewards, HRIS, Talent Management, Talent Acquisition, and DE&I to share…