Employee Relations Manager – Human Resources
Job in
Chicago, Cook County, Illinois, 60290, USA
Listing for:
Rush University Medical Center
Full Time
position
Listed on 2026-02-15
Job specializations:
-
HR/Recruitment
Employee Relations, Talent Manager
Salary/Wage Range or Industry Benchmark: 94827 - 154315 USD Yearly
USD
94827.00
154315.00
YEAR
Job Description & How to Apply Below
Job Description
Location:
Chicago, Illinois – Hybrid
Business Unit:
Rush Medical Center
Hospital:
Rush University Medical Center
Department: HR Partners
Work Type: Full Time (Total FTE between 0.9 and 1.0)
Shift: Shift 1
Work Schedule: 8 Hr (8:00:00 AM – 5:00:00 PM)
Rush offers exceptional rewards and benefits. Learn more at our Rush benefits page: https://(Use the "Apply for this Job" box below)..
Pay Range: $94,827 – $154,315 per year
Rush salaries are determined by many factors including, but not limited to, education, job‑related experience and skills, as well as internal equity and industry specific market data. The pay range for each role reflects Rush’s anticipated wage or salary reasonably expected to be offered for the position. Offers may vary depending on the circumstances of each case.
Summary
This position supports positive and effective employee relations as well as serves as an employee relations content expert in an integrated HR business partner and practice center model within a partially unionized healthcare setting. Conducts investigations of employee relations concerns, including complaints and other alleged policy violations. Performs trend analysis and cultural assessments, and partners with stakeholders to develop appropriate action planning to address areas of concern.
Serves as an investigation subject matter expert to the Employee Relations team and related collaborative partners and stakeholders, including HR Business Partner (HRBP), business leaders and employees. The Investigator leverages subject matter expert understanding of laws, regulations, concepts, and practices. Exemplifies the Rush mission, vision and values and acts in accordance with Rush policies and procedures.
Responsibilities
Investigate reports of alleged violations of policy, including but not limited to: hotline complaints; workplace violence or threat of violence; theft, misappropriation, unauthorized/fraudulent use of company facilities and equipment; misuse of Rush property or technology; disruptive behavior; favoritism; bullying; insubordination; use of profane, discourteous, or threatening language; drug diversion; reasonable suspicion, substance abuse; background checks and other incidents; performance, environmental and behavioral concerns throughout RUSH.Conduct confidential, thorough, fair, and equitable workplace investigations, and perform other work as assigned by the Sr. Director, HR Partners & Employee Relations.Define, strategize, and plan the scope of the investigation and identify the initial list of individuals to interview including witnesses, affected parties, reporting parties and subject(s). Prior to each investigation, determine all applicable parties.Partner with HRBP’s and Employee Relations peers to ensure consistency of advice and guidance provided.Perform due diligence on all matters by tracking and completely documenting all cases.Maintain current knowledge of laws, regulations, policies, best practices, and investigative methods regarding workplace investigations, organizational issues, employee misconduct, and regulatory compliance.Provide expert advice, counsel, guidance, and training to leaders and HRBP’s/HRG’s on all Employee Relations issues including, but not limited to, policy interpretation; prevention, response, and investigation of workplace violence, bullying, incivility, and other organizational issues.Foster strong partnership with office of Legal Affairs and Office of Institutional Equity (OIE).Assume other duties and projects related to investigations and compliance.Conduct needs assessment for fostering and furthering positive employee relations using a variety of data metrics (e.g., employee survey, turnover, exit interviews, etc.). Develop and deliver training as appropriate on employee relations issues, policies, and administrative procedures. In collaboration with the HRBP, develop and implement individualized employee relations interventions.Contribute to the development of employee relations best practices, to include development and promotion of ongoing feedback mechanisms for employees to influence the continuous improvement of Employee Relation…
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