Employee Relations Manager

Job Summary

Employee Relations Manager oversees employee relations and learning and development activities within an organization. This senior leadership position builds a positive work environment, fosters employee growth, and ensures compliance with labor laws and regulations. The role develops and implements strategies for employee relations, training, and development.

• Classification:
  Exempt/Full‑Time
• Shift: Monday – Friday, 8 am – 5 pm
• Compensation: $85,000 – $115,000 per year

• Lead and manage all internal investigations related to employee relations matters, including but not limited to harassment, discrimination, retaliation, ethics violations, policy breaches, workplace misconduct, and other general employee concerns across corporate and on‑site teams.
• Develop comprehensive investigation plans, including identifying relevant witnesses, gathering evidence, and conducting impartial interviews.
• Maintain detailed and accurate documentation of all investigations, investigation length, findings, and resolutions.
• Provide clear, concise, and defensible investigation reports with recommendations for appropriate corrective actions or next steps.
• Ensure all investigations are conducted thoroughly, objectively, and in a timely manner, adhering to company policies and legal requirements.
• Partner with leadership on investigation findings and recommend next steps.
• Serve as a primary point of contact for employees and managers regarding workplace concerns, providing guidance and support.

• Develop, implement, and continuously improve best practices for employee concern reporting, investigations, and conflict resolution processes.
• Stay current with federal, state, and local employment laws and regulations (e.g., Title VII, ADA, FMLA, FLSA, etc.) to ensure company compliance and mitigate legal risks.
• Partner with Legal as needed on complex cases or potential litigation.
• Contribute to the development and revision of HR policies and procedures related to employee conduct, grievance processes, and disciplinary actions.
• Compile regular ER reporting to showcase trends, improvements, and areas of growth for client, and coach leaders on trends and potential improvements.
• In partnership with VPs and regionals, facilitate mediation and conflict resolution sessions to address employee disputes and foster positive working relationships.
• Partner with executive leadership regularly to discuss ER trends and proactively identify and address potential employee relations issues to prevent escalation.

• Be a champion for compliance and employee relations, ensuring best practices are outlined, clear, and available to teams.
• In collaboration with HRIS, design and regularly produce ER insights and analysis for the HR team and client leadership.
• Highlight and root‑cause ER trends, show successes, areas for improvement, and risks in the employee experience, and recommend mitigation steps.
• In collaboration with HR team, deliver educational training for managers and employees on topics such as effective communication, conflict resolution, respectful workplace conduct, and investigation protocols as needed.
• Guide proper disciplinary actions and performance‑management techniques.
• Collaborate with HR team to implement consistent and fair application of company policies.
• Provide strategic insights and recommendations to senior leadership on trends and patterns in employee relations issues.

• Develop and deliver learning and development programs on a broad range of topics, including employee relations, performance management, and leadership.
• Develop training and development initiatives and strategies to promote a positive work environment of belonging, motivation, and satisfaction for all employees (employee engagement/retention).
• Identify learning needs and design appropriate training solutions.
• Partner with other HR functions to integrate learning and development into the organization’s broader HR strategy.
• Stay up‑to‑date on best practices in learning and development and…