Director, Employee Relations & Compliance

As a leading financial services and healthcare technology company based on revenue, SS&C is headquartered in Windsor, Connecticut, and has 27,000+ employees in 35 countries. Some 20,000 financial services and healthcare organizations, from the world's largest companies to small and mid-market firms, rely on SS&C for expertise, scale, and technology.

Job Description

The Director, Employee Relations & Compliance is a key executive role responsible for leading both the employee relations (ER) and compliance strategies on a global scale. This position ensures the company fosters a positive work environment while adhering to all applicable legal and regulatory requirements across different markets. The Director will be instrumental in managing employee relations, including conducting and managing investigations, resolving conflicts, and implementing policies that promote fairness, inclusion, and legal compliance within the organization. Additionally, this role will work closely with legal, HR, and senior leadership teams to ensure global compliance with labor laws, regulatory standards, and corporate governance.

Key Responsibilities:

Global Employee Relations Leadership:

• Develop and lead global employee relations strategies that align with the company’s mission, vision, and values.
• Provide strategic guidance to senior leadership and HR teams on complex employee relations issues and legal matters, ensuring fair and equitable treatment of employees across the organization.
• Lead conflict resolution efforts, including mediating disputes, managing grievances, and promoting positive employee-employer relationships.
• Foster a culture of transparency, trust, and open communication, addressing issues proactively before they escalate.

Risk Management, Investigations, and Incident Resolution:

• Conduct and oversee the investigation and resolution of employee relations matters, including claims of harassment, discrimination, retaliation, or other violations of company policies and applicable laws.
• Conduct interviews and manage other ER employees conducting interviews, and draft investigation plans and summaries in compliance with the company’s documentation practices.
• Ensure all investigations are thorough, impartial, and compliant with legal requirements.
• Liaise with internal and external legal counsel to ensure the organization is fully compliant with laws and regulations.

Compliance Strategy and Oversight:

• Oversee the development and execution of global compliance programs related to labor laws, workplace regulations, and corporate governance.
• Ensure that the company complies with international, federal, state, and local employment laws, regulations, and industry standards.
• Monitor emerging legal trends and regulatory changes affecting employment practices, ensuring the company remains ahead of legal requirements and implements timely adjustments.
• Lead efforts to prevent, identify, and mitigate compliance risks related to employee relations, workplace safety, discrimination, harassment, and other legal matters.
• Liaise with internal and external legal counsel to ensure the organization is fully compliant with laws and regulations.

Policy Development and Enforcement:

• Lead the creation, communication, and enforcement of global employee relations policies and compliance procedures.
• Regularly review and update employee handbook and policies to ensure legal compliance, cultural relevance, and alignment with organizational goals.
• Ensure policies are consistently applied across all regions while being adaptable to local legal, cultural, and business environments.

Training and Development:

• Develop and implement global training programs for employees, managers, and leaders on compliance, employee relations, ethics, and company policies.
• Ensure that training programs address key areas such as harassment, discrimination, diversity and inclusion, and conflict resolution, and are tailored to meet the needs of various global markets.
• Equip HR teams and leadership with the tools to manage employee relations issues effectively, in compliance with all legal standards.

Global Coordination and Communication:

• Ensure alignment and consistency of employee relations strategies and compliance initiatives across all regions and markets.
• Work closely with local HR teams to adapt global strategies to meet the specific legal and cultural needs of various regions.
• Maintain open communication with employees, leadership, and other stakeholders to ensure transparency in employee relations matters and company policies.

Stakeholder Management and Reporting:

• Serve as the primary liaison between executive leadership, HR, legal, and compliance teams regarding employee relations and compliance issues.
• Report regularly to senior leadership and the board on key compliance issues, risks, and employee relations metrics.
• Provide regular updates on the status of ongoing compliance projects, investigations, and employee relations trends.

Labor Relations (if applicable):

• Oversee labor relations strategies, including union relationships, collective bargaining agreements, work councils, and employee bargaining power where applicable.
• Ensure compliance with labor laws and union agreements, managing disputes and fostering collaborative working relationships with unions and labor representatives.

Qualifications:

• Education: A Bachelor’s degree in Human Resources, Law, Business Administration, or a related field is required. A Master’s degree or professional certifications (e.g., SHRM-SCP, HRCI, JD) is preferred.
• Experience:
  • At least 10 years of experience in employee relations, HR leadership, or compliance, with a minimum of 6 years in an executive or senior leadership position and with conducting investigations.
  • Extensive experience in managing global employee relations and compliance programs across multiple jurisdictions.
  • Strong experience with employment law, labor relations, and regulatory compliance in both domestic and international settings.
  • Proven track record of successfully implementing employee engagement strategies and conflict resolution programs.
• Skills:
  • Exceptional writing and verbal communication skills.
  • Expertise in labor laws, compliance requirements, and industry regulations across different countries and regions.
  • Strong leadership and interpersonal skills, with the ability to influence senior leadership and manage cross-functional teams.
  • Exceptional problem-solving, negotiation, and conflict resolution abilities.
  • High emotional intelligence and a strong commitment to ethical leadership and fair treatment.
  • Proven ability to navigate complex legal and regulatory landscapes while maintaining a positive organizational culture.

Working Conditions:

• This role may require occasional travel to various global offices and regions.
• Flexibility in working hours to accommodate different time zones.
• Ability to work effectively in a fast-paced, changing global environment.

Compensation:

• Competitive salary and performance-based bonus and equity.
• Comprehensive benefits package, including healthcare, retirement plans.

The Vice President of Global Employee Relations & Compliance, is a critical leadership role that will shape the organization's approach to employee relations and ensure it operates within the bounds of legal and regulatory frameworks worldwide. The role demands a seasoned leader with a deep understanding of both the people-centric and legal aspects of HR, capable of managing complex global challenges and fostering a work environment where employees are treated fairly and compliantly.

Unless explicitly requested or approached by SS&C Technologies, Inc. or any of its affiliated companies, the company will not accept unsolicited resumes from headhunters, recruitment agencies, or fee-based recruitment services.

SS&C offers excellent benefits including health, dental, 401k plan, tuition and professional development reimbursement plan.

SS&C Technologies is an Equal Employment Opportunity employer and does not discriminate against any applicant for employment or employee on the basis of race, color, religious creed, gender, age, marital status, sexual orientation, national origin, disability, veteran status or any other classification protected by applicable discrimination laws.

Salary is determined by various factors including, but not limited to, relevant work experience, job related knowledge, skills, abilities, business needs, and geographic regions.

NY: Salary range for the position: 140,000 USD to 160,000 USD.