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Principal, Employee Relations

At CoreLogic, we are driven by a single mission—to make the property industry faster, smarter, and more people-centric. CoreLogic is the trusted source for property intelligence, with unmatched precision, depth, breadth, and insights across the entire ecosystem. Our talented team of 5,000 employees globally uses our network, scale, connectivity and technology to drive the largest asset class in the world. Join us as we work toward our vision of fueling a thriving global property ecosystem and a more resilient society.CoreLogic is committed to cultivating a diverse and inclusive work culture that inspires innovation and bold thinking; it's a place where you can collaborate, feel valued, develop skills and directly impact the real estate economy. We know our people are our greatest asset. At CoreLogic, you can be yourself, lift people up and make an impact. By putting clients first and continuously innovating, we're working together to set the pace for unlocking new possibilities that better serve the property industry.Job Description:What You’ll Be Doing:The Principal, Employee Relations is responsible for providing employee relations support to leaders and employees at all levels within CoreLogic. Employee relations support includes escalated cases such as employee support, manager coaching, performance improvement and corrective action, staff reduction and workforce planning, as well as investigating and resolving employee complaints and conflicts. The position is a member of a Center of Excellence for Employee Relations and provides support to people leaders across the company with day to day people-related needs fostering a positive employee environment and the development of people leader capabilities. The position engages in evaluating HR metrics and analyzing data such as employee relation case data, exit survey interviews, etc. to identify trends and themes from employee relations matters. Works collaboratively with HR Business Partners and leaders to engage in positive and proactive actions to educate and train leaders on topics to enhance people leader skills and knowledge. Collaborates with HR team members in policy clarification and administration and improving HR processes such as corrective action and performance improvement plans, separation processes, leaves of absence, and ADA accommodations processes. Follows established investigation and documentation protocols, workflows and standards.Key Responsibilities:• Manage employee relations issues to resolution which includes, establishing an investigation plan in partnership with the HRBP, conducting the investigation, recommending a resolution and partnering with the HRBP and business leadership in the implementation of the resolution.• Provide support to leaders on day-to-day employee concerns which include; performance improvement and corrective action, conflict resolution, policy and practice interpretation and guidance, etc.• Foresee potential employee relations challenges and develop proactive strategies using innovative methods to address and resolve complex issues.• Influence stakeholders to drive change and improve workplace practices• Recognize and report any significant risks to the business to the Senior Leader of the ER COE and the in-house employment counsel.• Analyze data and trends within the assigned area to inform decisions and drive potential solutions• Collaborate with HR business partners, leaders, and in-house employment counsel to ensure policies are applied fairly and employees are treated consistently.• Keep up-to-date with industry developments, best practices, relevant laws, and new challenges in employee relations.• Capable of performing tasks autonomously with little guidance or oversight.• Provide input into goals, objectives, and strategic direction of the function.• Prioritize work and partner with cross-functional team members to handle assigned employee relations responsibilities.• Support and sometimes lead special projects assigned to the employee relations and employee services team.• Able to align work and priorities to the strategic imperatives, to contribute to the results of the team and work towards achieving team goals and objectives.What’s in it For You:• Large (~$2B+ revenue) formerly public information services and data business• Durable cash flow and profitability regardless of changes in macroeconomic conditions• Company certified as a global "A Great Place to Work."• Hybrid working model- 1-2 days in the office a week for “moments that matter” and the rest of the time can be remote.• Competitive compensation and benefits!• Career path for continued professional growth.• Working with leaders that care about your professional growth!• Access to our world class self-development portal, centered around you as the employee. We take pride in our work and believe in cultivating a work environment that supports and values our greatest asset: our talented employees.Job Qualifications:• Bachelor’s degree or equivalent industry experience with additional HR Certification preferred• Min of 10 years in an HR Generalist Role with 3+ years investigating ER Matters• Experience working through employee relations investigations, including responses to inquiries/requests for information, litigation, and internal dispute resolution efforts• Demonstrated ability to perform as a context and strategic thinker and to link upstream and downstream elements to core policy or program roll-out.• Proven ability to multi-task, prioritizing conflicting demands and organizing time and focus to deliver solid and consistent business results• Thorough knowledge of human resource policies and procedures and laws governing employment matters.• Ability to evaluate and analyze situations or data using relevant information gathered and analysis to make decisions, identify gaps and recommend changes• Ability to spot potential legal risk, elevate, and partner with appropriate resources to address• Demonstrated success in establishing, managing, and maintaining effective working relationships at all levels and the ability to facilitate behavioral change through interactions and actions.• Strong communication skills and presence to establish credibility of the function, drive collaboration and buy-in and to build competency for the organization• Sound judgment skills and ability to maintain confidentiality in the handling of sensitive matters and/or private information, sharing only on a need to basis• Ability to work independently with minimal supervision and direction.• Provides input into goals, objectives, and strategic direction of the function• Prioritizes work and partners with cross-functional team members to handle assigned employee relations cases.CoreLogic's Diversity Commitment:​CoreLogic is fully committed to employing a diverse workforce and creating an inclusive work environment that embraces everyone’s unique contributions, experiences and values. We offer an empowered work environment that encourages creativity, initiative and professional growth and provides a competitive salary and benefits package. ​ We are better together when we support and recognize our differences.CoreLogic benefits information can be found here: http://www.yourcorebenefits.com/. Qualifications, locations and experience of the individual ultimately selected for the position may impact the final actual offered compensation, which may vary from any posted range.​EOE AA M/F/Veteran/Disability:​CoreLogic is an Equal Opportunity/Affirmative Action employer committed to attracting and retaining the best-qualified people available, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, disability or status as a veteran of the Armed Forces, or any other basis protected by federal, state or local law. CoreLogic maintains a Drug-Free Workplace. ​​Please apply on our website for consideration.​Privacy Policy - http://www.corelogic.com/privacy.aspxBy providing your telephone number, you agree to receive automated (SMS) text messages at that number from CoreLogic regarding all matters related to your application and, if you are hired, your employment and company business. Message & data rates may apply. You can opt out at any time by responding STOP or UNSUBSCRIBING and will automatically be opted out company-wide.Connect with us on social media! Click on the quicklinks below to find out more about our company and associates.

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What You Should Know About Principal, Employee Relations, CoreLogic

At CoreLogic, we’re on a mission to redefine the property industry, making it faster, smarter, and more people-centric. We’re seeking a dynamic Principal, Employee Relations to join our team in Hackberry, AZ. In this pivotal role, you’ll be the go-to person for employee relations support across the organization, helping employees and leaders navigate complex situations seamlessly. You'll manage investigations, resolve conflicts, and coach managers to enhance their capabilities. Your analytical skills will shine as you evaluate HR metrics to uncover trends that inform decision-making. We believe in a diverse and inclusive workplace where every opinion matters, and you’ll play a key role in maintaining this culture. Through collaboration, you'll work alongside HR Business Partners to foster a positive environment for all employees and leaders. With a commitment to professional growth, you’ll have access to our world-class self-development resources, and a hybrid work model allows you the flexibility you need while still enjoying those essential in-office moments. Love making an impact? At CoreLogic, your contributions will help us achieve our vision of a thriving global property ecosystem, and we can’t wait for you to be part of it! With competitive compensation and the support of a dedicated team, this is more than just a job—it's your next career adventure.

Frequently Asked Questions (FAQs) for Principal, Employee Relations Role at CoreLogic
What are the responsibilities of a Principal, Employee Relations at CoreLogic?

As a Principal, Employee Relations at CoreLogic, you will manage employee relations issues, conduct thorough investigations of complaints, and coach managers on handling employee concerns. Your role will involve analyzing HR metrics, recognizing trends, and partnering with HR Business Partners to implement positive strategies that foster a healthy work environment.

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What qualifications do I need to apply for the Principal, Employee Relations position at CoreLogic?

To apply for the Principal, Employee Relations position at CoreLogic, you’ll need a Bachelor’s degree or equivalent experience, alongside a minimum of 10 years in an HR Generalist role and at least 3 years dealing with employee relations matters. Relevant certifications in HR are preferred, along with strong communication and analytical skills.

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How does CoreLogic support professional development for the Principal, Employee Relations role?

CoreLogic is committed to your growth as a Principal in Employee Relations. You’ll have access to a world-class self-development portal that focuses on your career path and ongoing learning. Furthermore, you will collaborate with leaders who are dedicated to fostering your professional development in a supportive environment.

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What kind of work culture can I expect as a Principal, Employee Relations at CoreLogic?

At CoreLogic, we pride ourselves on a diverse and inclusive work culture that values innovation, collaboration, and the contributions of each individual. As a Principal, Employee Relations, you’ll thrive in an empowered environment that encourages creativity and initiative, allowing you to make an impactful difference in the lives of our employees.

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What is the typical work schedule for the Principal, Employee Relations role at CoreLogic?

The Principal, Employee Relations position at CoreLogic offers a hybrid working model. Generally, you’ll be in the office 1-2 days a week for critical meetings and collaborative efforts, while the rest of your work can be done remotely, promoting flexibility and work-life balance.

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Common Interview Questions for Principal, Employee Relations
Can you describe your experience with employee relations investigations?

When discussing your experience with investigations, highlight specific cases you've handled, focusing on your approach to gathering information and ensuring confidentiality. Mention how you provided recommendations that led to resolutions while maintaining a fair process for all parties involved.

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How do you approach management coaching in challenging employee situations?

In your answer, emphasize your ability to empathize with both management and employee perspectives, offering practical advice and strategies to resolve issues. Share examples where you coached a manager through conflict resolution or difficult performance conversations.

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What metrics do you analyze in employee relations, and why are they important?

Discuss your methodologies for analyzing HR metrics, such as exit interview data and employee complaints. Explain how these metrics help you identify trends and develop proactive solutions to enhance employee satisfaction and workplace practices.

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Can you give an example of a successful stakeholder influence strategy you've used?

Provide a specific instance where you successfully influenced stakeholders to adopt a new policy or practice. Discuss the strategies you used, such as data presentations or workshops, to gain buy-in and drive positive change within the organization.

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How do you ensure consistency in policy application across different departments?

In your response, highlight the importance of communication and collaboration with HR Business Partners. Discuss how you create and maintain clear documentation and offer training sessions to ensure everyone understands and applies policies consistently.

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What is your approach to resolving employee complaints?

Explain your conflict resolution strategy, showcasing your ability to listen actively, remain neutral, and gather necessary information before jumping to conclusions. Share how this approach has helped you address complaints effectively while maintaining professionalism.

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How do you stay updated with industry changes related to employee relations?

Mention your methods for staying informed, such as attending industry conferences, participating in professional associations, and reading relevant publications. Discuss how this knowledge allows you to apply the latest best practices at CoreLogic.

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How would you handle a situation where a potential legal risk is identified?

Describe your protocol for addressing potential legal risks, emphasizing the importance of elevating issues to Senior Leaders and in-house employment counsel. Stress that you prioritize transparency and proactive communication to mitigate risks.

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What role does confidentiality play in employee relations, and how do you uphold it?

In your answer, outline the critical importance of confidentiality in handling sensitive employee matters. Discuss how you ensure discretion in your communications and share examples of how you've effectively balanced transparency with the need for confidentiality.

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Can you discuss a complex employee relations issue you've resolved, and what you learned from it?

When answering, detail a specific case that presented unique challenges. Discuss the steps you took to resolve it, what you learned regarding both employee and workplace dynamics, and how this experience has shaped your approach since.

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