Lead Associate Principal, Employee Relations

Summary

The Lead Associate Principal, Employee Relations at OCC serves as a trusted advisor to leaders and employees, ensuring fair, consistent, and values-based resolution of workplace concerns. This role partners closely with HR Business Partners and business leaders to proactively manage risk, support performance conversations, and reinforce a culture of accountability, empathy, and inclusion. This is a hands‑on, mid‑level individual contributor role responsible for managing employee relations matters from intake through resolution while identifying patterns and trends that inform broader people strategy.

• Coach managers on effective performance management, documentation, and difficult conversations.
• Provide guidance on corrective action, conflict resolution, and behavioral expectations.
• Support employees and managers in navigating workplace concerns with clarity and professionalism and acts as a neutral, trusted resource for employees and people managers.
• Assist employees and managers with questions about company policies; identify trends, and work with internal stakeholders to improve communication and education.

• Manage employee relations cases including performance concerns, policy violations, workplace conflict, misconduct allegations, and involuntary separations.
• Conduct prompt, fair, and thorough investigations;
  Maintain accurate and confidential case documentation and recommend appropriate actions.
• Partner with managers and legal counsel to prepare separation paperwork and conduct termination meetings as needed.
• Manage multiple concurrent cases and projects while maintaining organization and meeting deadlines.
• Review fingerprint reports for employees and work with legal counsel to obtain appropriate documentation to address findings.

• Ensure consistency in application of policies and employment practices to minimize organizational risk.
• Ensure compliance with federal, state, and local employment regulations.
• Partner with Legal on complex or high‑risk matters.

• Conduct exit interviews; analyze data and make recommendations to senior leadership for corrective action and continuous improvement.
• Analyze ER trends and employee feedback to identify root causes and systemic themes to inform recommendations that increase engagement and retention.
• Partner with HR leadership to recommend policy, training, or process enhancements, including proactive manager education on performance management and respectful workplace practices.

• Bachelor’s degree in Human Resources, Business, or related field.
• 7 years of progressive HR experience, including 5+ years focused on employee relations.
• Demonstrated experience conducting investigations and managing complex ER cases.
• Demonstrated knowledge of employment law and HR best practices.
• Excellent written documentation and verbal communication skills.
• Ability to handle sensitive matters with discretion and sound judgment.
• Experience in a regulated or financial services environment.
• HR certification preferred (e.g., SHRM‑CP, SHRM‑SCP, PHR, SPHR).
• Experience supporting organizational transformation or high‑growth environments.

• Ownership & Accountability — Take initiative, drive problems to resolution, proactively communicate status, identify risks with proposed solutions, and accept full accountability for outcomes.
• Prioritization, Agility & Composure — Rapidly triage and reprioritize multiple concurrent requests in a fast‑changing environment, execute quickly without sacrificing quality, and maintain composure under pressure and ambiguity.
• Judgment & Self‑Direction — Work independently to research issues and develop solutions, exercise sound judgment on when to elevate, and come prepared with recommendations rather than seeking direction.
• Emotional Intelligence & Empathy — Demonstrate strong self‑awareness, empathy, and courageous communication; model a culture of fairness and inclusion.
• Coaching & Consultative Approach — Ask clarifying questions, provide options with trade‑offs, anticipate needs, and coach managers…