Human Resources Manager

Job Details: Job Description: The Human Resources Manager provides end-to-end HR partnership to leaders and employees across the employee lifecycle. This role also carries embedded Employee and Workplace Relations responsibilities, including advising on workplace concerns, conducting fact-finding and investigations, coaching leaders through complex performance and conduct situations, and helping ensure consistent, compliant outcomes that support a respectful and productive workplace. The role partners closely with HR centers of excellence (e.g., Talent Acquisition, Total Rewards, Learning and Development), and Employment/Labor counsel and other stakeholders as needed, to strengthen manager capability, improve engagement, and continually improve policies, practices, and processes. Key Responsibilities: HR Business Partnership and Employee Lifecycle Partner with business leaders to deliver HR strategy and day-to-day HR guidance aligned to business goals and organizational health. Deliver core HR programs and processes (e.g., onboarding/offboarding, performance management, development planning, talent reviews, workforce planning support, and employee movement). Coach and enable managers on effective people leadership practices, including feedback, development, and difficult conversations. Support organizational changes (e.g., reorganizations, role changes, workforce transitions) by providing change-management guidance and ensuring HR processes and documentation are followed. Collaborate with HR centers of excellence and shared services to coordinate solutions and ensure a consistent employee experience. Employee and Workplace Relations Serve as a primary advisor to leaders and employees on workplace concerns and employee relations matters, ensuring timely, consistent, and well-documented resolution. Develop and implement positive employee relations strategies that mitigate the risk of third-party intervention and maintain the direct relationship between employees and Intel. Lead and resolve complex employee relations cases (e.g., conduct, performance, conflict, retaliation and other concerns) by developing case strategy, partnering with relevant stakeholders, and documenting outcomes. Conduct and/or support workplace investigations and complaint resolution, including planning, interviews, evidence review, findings documentation, and recommendations for corrective action, coordinate with Legal, Security, Compliance, and other partners as appropriate. Apply HR policies and practices consistently; identify themes and opportunities to improve manager practices, employee experience, and workplace culture. Partner with Employment/Labor counsel on higher-risk matters and compliance considerations, including maintaining awareness of applicable employment laws and employee rights (e.g., National Labor Relations Act and related regulations). Support respectful and constructive employee communications by synthesizing feedback from surveys, listening mechanisms, and internal feedback channels; translate insights into recommendations and action plans. Develop and deliver manager and employee enablement (e.g., training, toolkits, communications) related to respectful workplace expectations, conflict management, policy understanding, and leader capability. Prepare concise summaries, risk assessments, and reports for HR and business leaders; contribute to newsletters or updates that communicate themes, actions taken, and available resources. Maintain accurate case files and documentation in accordance with record-retention and confidentiality requirements. Assess broader patterns and systemic issues; benchmark external trends and leading practices to inform updates to workplace policies, guidelines, and processes. Insights, Analytics and Continuous Improvement Use qualitative and quantitative data (e.g., case themes, engagement feedback, attrition indicators) to inform priorities and recommendations. Identify process gaps ... (truncated, view full listing at source)