Lead Investigator, Labor Relations

Welcome to Warner Bros. Discovery… the stuff dreams are made of.

Who We Are…

When we say, “the stuff dreams are made of,” we’re not just referring to the world of wizards, dragons and superheroes, or even to the wonders of Planet Earth. Behind WBD’s vast portfolio of iconic content and beloved brands, are the storytellers bringing our characters to life, the creators bringing them to your living rooms and the dreamers creating what’s next…

From brilliant creatives, to technology trailblazers, across the globe, WBD offers career defining opportunities, thoughtfully curated benefits, and the tools to explore and grow into your best selves. Here you are supported, here you are celebrated, here you can thrive.

Your New Role...

Warner Bros. Discovery, seeks a Lead Investigator for the Production Workplace Investigations (“PWI”) team, a unit within the Labor Relations Department. PWI’s function is to conduct objective, balanced, and thorough investigations into complaints of alleged misconduct by or about Warner Bros. Studio Operations’ employees who support production. These employees are mainly located in North America, and represented by a variety of industry unions, including, but not limited to, IATSE, IBEW, Teamsters, Laborers, OPEIU, UNITE-HERE, SEIU, etc. The nature of employee complaints include, but are not limited to, harassment & discrimination; insubordination; bullying or hostile work environment; retaliation; drugs & alcohol; conflict of interest; verbal altercations; threats and violence in the workplace; misappropriation of company property or theft. PWI promotes and advocates for consistency of resolutions and disciplinary action following an investigation and partners with Employment Counsel, People & Culture Partners, and other key stakeholders to resolve complex employment issues.

The Lead Investigator is expected to:

• Demonstrate knowledge of and experience with the workplace investigation process.

• Assess the interconnection of employment laws that impact an investigation and its outcomes, such as, ADA, EEOC, FLSA, NLRA, etc.

• Stay current on changes in Federal/State/local laws governing employment issues.

• Actively conduct workplace investigations, including high-profile investigations involving represented department heads, if needed.

• Provide mentorship, guidance, and support to (non-lead) Investigators.

• Collaborate with Employment Counsel, People & Culture Partners, Business Leaders, and other key stakeholders throughout the investigation process to resolve conflicts and sensitive employee-related issues.

• Recommend and implement discipline, up to and including discharge, when appropriate, and provide coaching and counseling to employees.

• Manage client relationships and address their concerns relative to investigations.

• Communicate information relative to investigations, including investigation outcomes, to key stakeholders, as well as Union Representatives, where appropriate, in a diplomatic manner.

• Maintain a solid understanding of active investigations to be able to address questions and concerns raised by senior leaders.

• Participate in executive updates, as appropriate.

• Identify trends and based on those trends, recommend initiatives to prevent employee relations issues. 

Your Role Accountabilities...

Client Group

The Lead Investigator’s primary client group is Warner Bros. Studio Operations; however, the Lead Investigator is expected to assist in production investigations as needed, which includes, but is not limited to, Warner Bros. Television, Warner Bros. Pictures, Warner Bros. Animation, HBO, Max, etc.  

• Warner Bros. Studio Operations personnel are mainly located at the Warner Bros. Studio Lot in Burbank, CA.

• Production mainly films in North America but does travel abroad on occasion. Accordingly, production personnel are located in various time zones and may require the investigator to perform interviews outside of regular business hours, including weekends.

• PWI is dedicated to supporting production.  As such, it requires the investigator to work at the pace of production and handle matters as they spontaneously arise and in an expedient manner.

Case Load & Expectations

• The Lead Investigator manages their caseload of approximately 10-20 investigations at any given time, all of which are at varying stages of the investigation process. Additionally, the Lead Investigator provides mentorship, guidance, and support to (non-lead) Investigators in relation to their assigned complaints.

• The Lead Investigator works autonomously and collaboratively with the Director and other team members, as needed, as well as with Employment Counsel, People & Culture Partners, Business Leaders, etc. As such, the investigator regularly interacts with employees at all levels, helping to build understanding, transparency, and trust around PWI and its investigation process.

• Effectively interacts and communicates with individuals involved in matters being investigated, production management, People & Culture Partners that support those individuals during the investigation and post-investigation processes, union and guild representatives, etc.

• All the steps of the investigatory process require the Investigator to adjust their style and tone depending on the situation.  At times they will need to deescalate an anxious or angry complainant or respondent; calm and assure a witness; persuade or debate a recommendation with stakeholders; or argue a point of contention with a Union Representative.  Moreover, they may need to assume all these postures in the same meeting at different times.

Performing Investigations

Interview and Documentation Process: The Lead Investigator independently develops the investigation strategy for their assigned complaints, which includes but is not limited to: 

• Reviewing the complaint and assessing potential violations of Company policy and the law.

• Defining the scope of the investigation.

• Identifying and developing the questions for each interview with Complainants, Witnesses, Respondents, and other related individuals, such as union and guild representatives, agents, managers, and attorneys.

• Assessing whether other departments need to be consulted and engage with them as needed; such departments include, but are not limited to, Security for threat assessments; Leave of Absence regarding intersecting claims of Workers’ Comp, Americans with Disabilities Act, Family Medical Leave Act; Compliance regarding conflicts of interest, audit processes; etc.

Upon obtaining approval of the investigation strategy from the Director, the Investigator performs a prompt, thorough, and impartial investigation, which includes but is not limited to:

• Conducting investigative interviews of Complainants, Witnesses, Respondents with their Union Representative, and other individuals involved in the matter being investigated.

• Interviews may be conducted via telephone, video conference, or in person when possible.

• When scheduling interviews, the Investigator should be mindful of the interviewee’s time zone and conduct the interview at a time that reasonably accommodates their schedule.

• The investigator should initiate a debrief with the Director throughout the investigation process as needed.

Provides appropriate investigation updates to management and legal. Makes objective and analytically sound investigation findings.

• Reach a more likely than not conclusion based on an unbiased determination of the facts.

• Independently presents investigatory outcome reports to stakeholders; and,

• Independently analyze and recommend the appropriate disciplinary outcome to stakeholders and immediate supervisor based on the misconduct, Company policy, practice, and Collective Bargaining Agreement terms and conditions.

• Independently issues the disciplinary outcome to the employee and their Union Representative, including but not limited to, warning, suspension, demotion, training, Employee Assistance Program Referrals, layoff or discharge; and,

• Independently drafts unique memorializing documents or conditional employment agreements for each investigation. 

• Independently adjudicates any grievances associated with an investigation, which includes negotiating the settlement with the Union Representative and any required settlements.

• Performs other duties as assigned.

Qualifications & Experiences...

• 7+ years of experience working in employee relations, human resources, legal, or a related field is required

• Previous experience working on a production or union environment is beneficial, but not required

• College Degree in a related field or equivalent experience and training is required

• JD a plus, but not required

• Understanding of employment law is required

• Must have operative knowledge of federal/local laws governing employment issues

• Must be able to exercise discretion and keep information strictly confidential

• Must be able to handle investigations with complete objectivity and consistency

• Must be able to handle multiple investigations, projects, and tasks simultaneously

• Must be able to independently organize, prioritize, and schedule work effectively

• Must have excellent follow-through and a strong sense of urgency

• Must be able to work well under time constraints

• Must be able to work in a fast-paced environment

• Must be able pay close attention to detail and understand written and oral instructions

• Must have strong verbal and written communication skills

• Must be able to communicate effectively and tactfully with persons on all levels

• Must be able to utilize diplomacy, assertiveness, and adaptability when interacting with senior executives throughout the organization

• Must be able to handle difficult/highly emotional personalities

• Must be able to exercise keen judgment when analyzing and resolving employment-related issues

How We Get Things Done…

This last bit is probably the most important! Here at WBD, our guiding principles are the core values by which we operate and are central to how we get things done. You can find them at www.wbd.com/guiding-principles/ along with some insights from the team on what they mean and how they show up in their day to day. We hope they resonate with you and look forward to discussing them during your interview.

Championing Inclusion at WBD

Warner Bros. Discovery embraces the opportunity to build a workforce that reflects a wide array of perspectives, backgrounds and experiences. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law.

If you’re a qualified candidate with a disability and you require adjustments or accommodations during the job application and/or recruitment process, please visit our accessibility page for instructions to submit your request.

In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, location, skill set, experience, and/or performance. Base pay is just one component of Warner Bros. Discovery’s total compensation package for employees. Pay Range: $109,900.00 - $204,100.00 salary per year. Other rewards may include annual bonuses, short- and long-term incentives, and program-specific awards. In addition, Warner Bros. Discovery provides a variety of benefits to employees, including health insurance coverage, an employee wellness program, life and disability insurance, a retirement savings plan, paid holidays and sick time and vacation.

If you’re a qualified candidate with an arrest or conviction record, please know that your application will be considered in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.