Principal, Employee Relations Advisor

Job Description

Hybrid role - minimum of 2 days/week on-site

Welcome to AMN Healthcare - Where Talent Meets Purpose

Ever wondered what it takes to build one of the largest and most respected healthcare staffing and total talent solutions companies? It takes trailblazers, innovators, and exceptional people like you. At AMN Healthcare, we don't just offer jobs - we build careers that make a difference.

Why AMN Healthcare? Because Excellence Is Our Standard:

• Named to Becker's Top 150 Places to Work in Healthcare - three years running.
• Consistently ranked among SIA's Largest Staffing Firms in America.
• Honored with Modern Healthcare's Innovators Award for driving change through innovation.
• Proud holder of The Joint Commission's Gold Seal of Approval for Staffing Companies since 2006.

The Principal HR Advisor is a highly experienced HR professional who serves as a trusted consultant and case manager for complex employee relations matters, employee experience processes, and elevated metrics and trend analysis. Operating with a high degree of autonomy, this role is responsible for providing strategic guidance, conducting investigations, and advising leaders on performance, conduct, and compliance issues. This individual will serve as a central point of contact for escalated workplace concerns and partner closely with HR Business Partners, Legal, C-Suite, and business leaders to drive consistent, compliant, and equitable outcomes.

Employee Relations Case Management & Investigations

• Serve as lead investigator for complex or high-risk employee relations cases, including harassment, discrimination, misconduct, and retaliation concerns.
• Conduct objective and thorough investigations, including interviews, documentation review, and findings reports.
• Make recommendations for resolution and partner with Legal and HRBPs to ensure alignment, consistency, and mitigation of organizational risk.
• Establishes and maintains proactive consultative relationships as a trusted advisor to the C-suite and most senior levels of leadership on employee relations issues.

Policy Interpretation & Compliance Advisory

• Provide subject matter expertise on HR policies, procedures, and federal/state employment law to guide leader decision-making.
• Support leaders with disciplinary actions, performance improvement plans, and separations to ensure fairness, legal compliance, and organizational consistency.
• Partner with Legal on nuanced or sensitive employee matters requiring risk mitigation.

Proactive ER Support & Risk Mitigation

• Monitor employee sentiment and emerging ER trends through surveys, exit interviews, and informal feedback channels.
• Identify patterns or hotspots and make proactive recommendations to address root causes.
• Coach leaders on effective employee communication and conflict resolution strategies.

Leave of absence and accommodation oversight

• Assist leader with LOA and accommodation decisions as team members request LOA/accommodation and transition
• Assess performance component of LOA as needed
• Assist leader with team member return and any needed actions

Employee Experience Processes

• Serve as a subject matter expert in performance management, including our performance rating process, and employee engagement
• Lead and influence people leaders to drive the best outcomes, elevating engagement and performance to best in class results, through effective goal and expectation setting, feedback, and performance evaluation and strong engagement actions

Metrics, Reporting & Analytics

• Track employee relations activity using case management systems and generate trend analysis for HR and business leaders.
• Create executive-ready reports to inform business decisions and track follow-up actions.

Cross-Functional Collaboration

• Partner closely with HR Business Partners to align on talent strategies, organizational health, and leader coaching.
• Escalate systemic concerns or repeated leader behaviors with potential enterprise risk implications.
• Support return-to-work and LOA-related challenges where ER concerns intersect with accommodations or performance.
• On-going monitoring of key indicators of team member and team health, proactively collaborating with leaders and HR…