Job Description

Ciudad de México, Piedras Negras Coahuila, Obregón Sonora

Nivel de Estudios

Bachelor’s Degree in HR or related field, Advanced English Level

Experiencia Requerida

8+

Habilidades

Skills -Strategic Thinking and Problem Solving -Relationship Building and Influencing Skills -Ability to Manage Ambiguity and Drive Change -Data Analysis and Trend Identification - Proven Experience Conducting Workplace Investigations with Discretion and Thoroughness. Excellent Communication (English & Spanish) and Documentation Skills. High Integrity, Sound Judgment, and Ability to Handle Sensitive Matters Confidentially.

Resumen

The Employee Relations Manager serves as a strategic and operational partner in fostering a fair, inclusive, and compliant workplace. This role manages and resolves employee concerns, conducts investigations, and provides guidance to leaders and HR Business Partners (HRBPs) on complex employee matters. These matters include but are not limited to: workplace misconduct & investigations (harassment, retaliation, etc.), policy violations, and performance & disciplinary escalations. By ensuring consistent application of policies and mitigating risk by advising HR on the most risk averse path forward on complex employee matters, the ER Manager strengthens the organization’s ability to manage risk, foster culture, and enable HR to focus on strategic priorities. This role will work closely with Legal, Compliance, and Internal Audit. This role will be the primary strategist in how we bring the ER function to viability across our locations in Mexico. Taking strategic direction from the Director, ER this role will aid in influencing adoption of ER escalation in Mexico across all locations.

Responsabilidades
1 Compliance & Risk Steward: Ensure adherence to Mexican labor laws, regulatory standards, and internal policies by implementing robust Employee Relations processes and monitoring mechanisms. Proactively identify and mitigate risks through close relationships with HR, data analysis, and corrective actions. Collaborate closely with HR, Legal, and Operations teams to align practices, resolve issues, and maintain a culture of compliance and sound judgment.

2 Investigator & Issue Resolver: Conduct thorough, impartial investigations into workplace issues—including misconduct, harassment, and policy violations—by applying structured investigative methodologies and documentation standards. Utilize tools such as case management systems, interview guides, and evidence tracking platforms (such as Ethics Point) to ensure accuracy and compliance. Partner with HR, Legal, Compliance, and relevant business leaders to gather facts, assess findings, and determine appropriate resolutions. Resolve escalated employee complaints with empathy, consistency, and fairness while maintaining confidentiality and adherence to organizational policies.

3 Advisor & Coach: Provide expert guidance on performance management, disciplinary actions, and policy interpretation. Coach leaders and HRBPs on effective resolution strategies and employee engagement. This role will work within the confines of current policies and develop future procedures for engagement of the ER function.

4 Data-Driven Decision Maker: Leverage ER metrics and trends to inform strategy, identify systemic issues, and drive continuous improvement. This role will track time to close routine ER Matters and investigations. This role will also be responsible for influencing the ER WorkDay tool adoption in Mexico which will lead to better metric tracking.

5 Collaborative Partner: Actively engage with HR Business Partners (HRBPs), Legal, and business leaders to co-create solutions that uphold organizational values and address evolving business needs. This involves: • Building Strategic Relationships: Establish trust and credibility through consistent communication and partnership. • Facilitating Alignment: Ensure ER strategies are integrated with broader HR and business objectives. • Driving Joint Problem-Solving: Collaborate on complex issues by combining legal compliance, business priorities, and employee experience. • Influencing Outcomes: Use data, insights, and best practices to guide decision-making and achieve balanced, sustainable solutions.

6 Strategy Support: Support in the design and implementation of scalable ER/LR processes and frameworks, including termination management, progressive discipline, centralized investigations, policy governance, and standardized case tracking/documentation.

7 Training: Aid in the development and delivery of both ad hoc and programmatic training programs on investigations, progressive discipline, performance management, etc. to strengthen engagement, minimize ER/LR issues, and embed positive workplace practices throughout the employee lifecycle.

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Equal Opportunity

Constellation Brands is committed to a continuing program of equal employment opportunity. All persons have equal employment opportunities with Constellation Brands, regardless of their sex, race, color, age, religion, creed, sexual orientation, national origin or citizenship, ancestry, physical or mental disability, medical condition (cancer or genetic characteristics), marital status, gender (including gender identity or gender expression), familial status, military or veteran status, genetic information, pregnancy, childbirth, breastfeeding, or related conditions (or any other group or category within the framework of the applicable discrimination laws and regulations).