Manager, Global Employee Relations

Clio is the global leader in legal AI technology, empowering legal professionals and law firms of every size to work smarter, faster, and more securely.

We are transforming the legal experience for all by betering the lives of legal professionals while increasing access to justice.

Summary:

About the Role

Clio is looking for a Manager, Global Employee Relations to build and lead a consistent, scalable employee relations function across all of the regions where Clio operates — North America, EMEA, APAC, and LATAM. You will be the organization’s subject-matter expert on employee relations, owning complex investigations and case management, coaching people leaders through difficult employee situations, and ensuring Clio’s practices comply with the employment laws and cultural norms of each region.

This is a hands-on individual contributor role for someone who is equally comfortable running a sensitive workplace investigation, advising an executive on a restructuring, and building the frameworks, policies, and manager training that let a distributed People team handle employee relations consistently and fairly everywhere Clio has people.

What You’ll Do

Global ER Strategy & Case Management

• Own the end-to-end employee relations caseload for Clio globally — intake, triage, investigation, resolution, and documentation — for concerns spanning harassment, discrimination, misconduct, performance disputes, and policy violations.
• Conduct thorough, impartial, and legally sound workplace investigations, including interviewing witnesses, gathering and assessing evidence, and delivering clear findings and recommendations to stakeholders.
• Build and maintain a global ER case management framework (intake channels, escalation paths, SLAs, and documentation standards) that scales consistently across regions and time zones.
• Serve as the primary escalation point for complex, high-risk, or high-visibility ER matters, balancing legal risk, business needs, and employee experience.

Regional & Multi-Jurisdictional Expertise

• Maintain working knowledge of employment law and ER/IR norms across Clio’s key regions — including at-will and just-cause frameworks in the U.S. and Canada, works councils and statutory consultation requirements in EMEA, and jurisdiction-specific termination, leave, and labour practices across APAC and LATAM.
• Partner with outside employment counsel in each region to validate approach on novel or high-risk matters, and to keep Clio’s ER practices current as laws and regulations change.
• Localize ER processes, documentation, and communications so they hold up legally and land appropriately with local employees and works councils/employee representative bodies, without fragmenting the overall employee experience.

Global ER Policy Creation & Iteration

• Design and author new global employee relations policies from the ground up — including progressive discipline, workplace investigations, anti-harassment and non-retaliation, and performance improvement frameworks — that are legally defensible in every region and simple for employees and leaders to understand.
• Own a regular review-and-iterate cadence for existing ER policies, using case trends, audit findings, and feedback from People Business Partners and employees to identify where policies are unclear, inconsistently applied, or out of date.
• Manage version control and localization of global policies, ensuring country- or region-specific variants (e.g., for works councils, statutory notice, or local labour codes) stay aligned to a single global framework as both evolve.
• Partner with Legal and regional People Business Partners to pilot policy changes, gather feedback, and roll out updates with clear change communication and manager guidance.

Manager & People Leader Enablement

• Coach and equip people leaders to identify, document, and resolve early-stage employee concerns and performance issues before they escalates.
• Design and deliver ER training for managers and People Business Partners on topics such as investigation basics, performance management, difficult conversations, and documentation standards.
• Act as a trusted, empathetic advisor to People Business Partners and business leaders navigating sensitive employee situations, restructurings, and terminations.

Governance, Risk & Reporting

• Own ER case data integrity and reporting, tracking case trends, cycle times, and outcomes to identify systemic issues and inform policy or process changes.
• Partner closely with Legal, Total Rewards, and People Operations to manage risk on terminations, reductions in force, accommodation requests, and leave-related ER matters.
• Prepare regular ER metrics and trend reporting for People leadership, flagging risk areas and recommending proactive interventions.

What You’ll Bring

• Experience: 5+ years of progressive employee relations experience, including at least 2 years supporting employee relations across multiple countries or regions.
• Investigations: Demonstrated experience leading workplace investigations independently, from intake through resolution and written findings.
• Regional knowledge: Working knowledge of employment law fundamentals across at least two of Clio’s operating regions (North America, EMEA, APAC, LATAM), and comfort partnering with outside counsel to fill gaps elsewhere.
• Policy: Experience authoring and iterating HR/ER policy from scratch — not just applying existing policy — including piloting changes and incorporating stakeholder feedback.
• Influence: A track record of coaching and influencing managers and senior leaders through ambiguous, sensitive, or emotionally charged situations with empathy and sound judgment.
• Communication: Strong written and verbal communication skills, with the ability to translate complex legal or policy nuance into clear guidance for non-HR audiences.
• Judgment: Excellent judgment, discretion, and composure when handling confidential and high-stakes information.
• Ambiguity: Comfort operating with a high degree of autonomy in a fast-paced, distributed, and evolving environment — you build the process as much as you run it.

Nice To Have

• Experience working in a tech, SaaS, or other high-growth company is an asset.
• Experience with Works Councils or statutory employee consultation processes in EMEA is an asset.
• Professional proficiency in Spanish, Portuguese, French, or German is an asset given Clio’s regional footprint.

How We Work

This role partners daily with Clio’s People Business Partners, Talent, Total Rewards, and Legal teams, and reports into the People leadership team. Given the global nature of the role, some flexibility to accommodate meetings across time zones is expected, along with occasional travel for sensitive in-person casework or team gatherings.

This is a new role.

What you will find here:

Compensation is one of the main components of Clio’s Total Rewards Program. We have developed a series of programs and processes to ensure we are creating fair and competitive pay practices that form the foundation of our human and high-performing culture.

Some highlights of our Total Rewards program include:

• Competitive, equitable salary with top-tier health benefits, dental, and vision insurance
• Hybrid work environment, with expectation for local Clions (Vancouver, Calgary, Toronto, Dublin, London, New York City and Sydney) to be in office min. twice per week.
• Flexible time off policy, with an encouraged 20 days off per year.
• $2000 annual counseling benefit
• RRSP matching and RESP contribution
• Clioversary recognition program with special acknowledgement at 3, 5, 7, and 10 years

The expected salary range for this role is $122,800 to $184,200 CAD. Initial placement within the range is informed by geographic region, experience, and skillset, with room to progress as impact and tenure grow. Final offer amounts will vary based on candidate profile.

Diversity, Inclusion, Belonging and Equity (DIBE) & Accessibility

Our team shows up as their authentic selves, and are united by our mission. We are dedicated to diversity, equity and inclusion. We pride ourselves in building and fostering an environment where our teams feel included, valued, and enabled to do the best work of their careers, wherever they choose to log in from. We believe that different perspectives, skills, backgrounds, and experiences result in higher-performing teams and better innovation. We are committed to equal employment and we encourage candidates from all backgrounds to apply.

Clio provides accessibility accommodations during the recruitment process. Should you require any accommodation, please let us know and we will work with you to meet your needs.

Learn more about our culture at clio.com/careers

We’re a Human and High Performing AI company, meaning we use artificial intelligence to improve all of our operations. In recruitment, AI helps us streamline the process for greater efficiency. However, we’ve built our systems to ensure that a human always reviews AI-generated output, and we never make automated hiring decisions.

_ Disclaimer: We only communicate with candidates through official @clio.com email addresses._