Employee Relations Consultant – EMEA, North Region (Hybrid)

Employee Relations Consultant – EMEA, North Region (Hybrid)

Location:

London, United Kingdom

Alternate Location

All European Countries

Area of Interest

Human Resources

Job Type

Professional

*None

Job Id

1442910

We are seeking an experienced Human Resources (HR) professional with a strong Employee Relations (ER) investigations background to join a dynamic team in a fast-paced environment. The Global ER team is part of Cisco’s People & Communities (P&C) organization and is responsible for the fair and respectful treatment of employees through the investigation of workplace complaints and advising on multi-layered highly complex employment matters.

The successful candidate will initially be responsible for managing employee relations matters in the North Region (including Belgium, Denmark, Finland, Netherlands, Norway & Sweden) of EMEA. The role will report into the Employee Relations function in EMEA.

The Employee Relations Consultant will:

· Conduct ER investigations and recommend appropriate actions consistent with Cisco’s policies and practices.

· Maintain comprehensive case records and document investigation findings.

· Independently manage assigned casework, providing timely communication to relevant parties and bringing investigations to closure quickly and definitively.

· Remain respectful and empathetic in face of difficult and uncomfortable situations surrounding an investigation.

· Advise on disciplinary action recommendations for matters handled by other groups.

· Advise People Partners, cross-functional partners, and managers on ER matters and policy interpretation.

· Coach and counsel management and employees daily on a variety of complex ER case matters.

· Consult and collaborate with Global ER, P&C peers, Country support/acceleration, Employee Legal team and other cross-functional team members and partners.

· Research and apply regional or country requirements as they relate to employment-related case management, programs, policies, tools and processes.

· Participate in the improvement, design and education delivery of global programs managed within the team.

· Uphold and integrate Cisco’s Guiding Principles in all actions, decisions and interactions.

· Foster a culture of integrity, respect, and accountability in every aspect of Employee Relations.

Minimum Qualifications:

· A bachelor’s degree or equivalent work experience in Human Resources, Business Administration, Psychology, or related field.

· 6+ years of Human Resources or Employee Relations experience, with at least 3 years of investigation experience.

· 2+ years’ experience working in multi-national company.

· Solid knowledge of employment and labour laws, compliance requirements and cultural practices across our Northern European countries

· Advanced proficiency in English (oral and written). Other languages are advantageous but not essential.

· Technically proficient in Microsoft tools including Word, Excel, PowerPoint

Desired Skills:

· Demonstrated experience in collaborating and supporting strategic objectives

· Exercise solid judgment and ownership of the decision-making process

· Extensive use of leadership and influence skills as well as objectivity

· Ability to work independently with confidence and low supervision

· Ideally, you have solid knowledge and direct experience of employment law in the North Region (including Belgium, Denmark, Finland, Netherlands, Norway & Sweden), however this is not essential, and experience of handling employment law matters in European countries is sufficient.

· You are highly pragmatic and can make decisions with limited information.

· Embrace collaboration, fast-paced environments, desire to learn, achieving results, earning trust, crafting strategy and leading change through productive disruption

· Excellent with multi-tasking and managing high case volume

· Ability to lead HR strategy discussions and generate plans for implementation in accordance with Cisco philosophy and culture

· Embrace emerging AI tools to improve efficiency while balancing the critical human element of employee advocacy and workplace culture.

#WeAreCisco

#WeAreCisco where every individual brings their unique skills and perspectives together to pursue our purpose of powering an inclusive future for all.

Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best.

We understand our outstanding opportunity to bring communities together and at the heart of that is our people. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer—80 hours each year—allows us to give back to causes we are passionate about, and nearly 86% do!

Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and be you, with us!

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Message to applicants applying to work in the U.S. and/or Canada:

When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate\’s hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees haveaccess to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings.

Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days ofvacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Offpolicy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours ofunused sick timewill be carried forwardfrom one calendar yearto the nextsuch that the maximum number of sick time hours an employee may have available is160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows:

.75% of incentive target for each 1% of revenue attainment up to 50% of quota;

1.5% of incentive target for each 1% of attainment between 50% and 75%;

1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.

For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

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