I went through ELC's process last year for a cross-functional role (not purely SWE) and the behavioral component was actually the most distinctive part. Sharing notes because when I searched I found nothing specific.
First: ELC has a set of values they call their "Leadership Competencies" and the behavioral round maps directly to these. The interviewers are not winging it. They have a rubric. The themes I ran into:
Adaptability and learning agility. Classic tell-me-about-a-time format. They asked: 'describe a situation where you had to quickly adapt to a major change in priorities. what did you do?' This came up in two separate rounds with two different interviewers, which told me it's a real signal they're looking for.
Collaboration across functions. They are a big matrix organization. Beauty brand teams, global supply chain, IT, digital, finance, all intersecting. They want to know you can work across silos without needing a formal hierarchy to get things done. One question was essentially: 'tell me about a time you needed buy-in from a team that had different goals than yours.'
Consumer/customer obsession. Even for technical roles they asked something like 'how has understanding the end user shaped a decision you made?' This is the CPG mindset coming through. It's not superficial.
The question I wasn't ready for: 'tell me about a time you disagreed with a decision that was made anyway and how you handled it.' I fumbled this a bit. It's a maturity question. They want to see you can commit even when you didn't win the argument.
Length expectation: my answers were 2-3 minutes each. One interviewer explicitly asked me to give more detail when I was being too brief, which was actually a nice signal that she was engaged.
Prepping STAR format for these specifically paid off. The adaptability and cross-functional collaboration themes especially.