Director Employee Relations

The Impact You Will Have

The Director Employee Relations (ER) is a hands‑on, working leader responsible for both personally managing complex employee relations matters and leading a team of Employee Relations and Leave of Absence (LOA) professionals. This role provides enterprise operational, governance, and risk leadership for ER execution, translating ER strategy into disciplined day‑to‑day decision‑making and applying advanced judgment, critical thinking, and risk assessment to high‑stakes cases, investigations, and employment actions.

The Director Employee Relations independently leads the most complex and sensitive ER and LOA matters while also setting standards, guiding team capacity, and ensuring consistent, defensible outcomes across the ER and LOA functions. Serving as a primary escalation point for HRBPs and leaders, this role balances speed, consistency, legal defensibility, and reputational considerations, delivering clear, well‑reasoned recommendations to employment counsel and senior HR leadership.

Collaboration is central to the role. The Director Employee Relations works closely with Legal, HR Business Partners, Total Rewards, Talent Acquisition, People Analytics, Organizational Development, Compliance, and Enterprise Learning.

• Provides day‑to‑day leadership for the Employee Relations and LOA functions while personally handling complex, high‑risk ER matters, setting priorities, capacity plans, quality expectations, and holding accountability for consistent enterprise practice.
• Owns and executes enterprise ER work, managing sensitive investigations and employment actions, intake, triage, prioritization, assignment, and execution across misconduct, performance issues, ADA/LOA intersections, and policy violations.
• Defines and enforces escalation thresholds, decision‑rights, and role clarity between HRBPs and Employee Relations, ensuring disciplined, consistent, and defensible application of policy and judgment.
• Leads and oversees complex, high‑risk investigations (protected class, retaliation, senior leader, systemic issues), applying critical thinking to assess facts, credibility, impact, and risk, and producing high‑quality, legally sound written outcomes.
• Owns ER governance, including investigation frameworks, associate handbook, documentation standards, case management processes, government reporting, response timelines, decision consistency, and audit readiness.
• Applies analytical and strategic thinking to monitor ER performance and enterprise risk indicators, using insights to reduce recurrence and strengthen prevention.
• Translates ER case data and investigation trends into actionable enterprise insights that inform policy updates, leader capability gaps, training priorities, and emerging people risks; partners with HR, Legal, and Compliance on upstream mitigation strategies.
• Serves as a senior escalation and advisory partner to HRBPs and leaders on high‑impact employment decisions—including corrective action, PIPs, terminations, and RIF planning—strengthening leader decision‑making while preventing risk drift, inconsistency, or unnecessary enterprise exposure.
• Acts as a key advisor during high‑visibility or enterprise‑impacting ER matters, considering legal, regulatory, cultural, and reputational risk in recommendations and outcomes.
• Provides strong people leadership by hiring, developing, and retaining talent; setting clear expectations; coaching employees through ongoing performance management; delivering timely, constructive feedback; and modeling organizational values and behaviors.
• Leads process improvement by identifying, streamlining, and implementing more efficient and effective ways of working.

• Bachelor's Degree in Human Resources, Business Administration, Legal Studies, Industrial-Organizational Psychology, or related field.
• 7+ years of progressive HR experience, with at least 3+ years in leadership/management roles.
• Strong enterprise judgment with the ability to assess risk and make sound recommendations.
• Proven expertise in complex employee relations matters and investigations, including protected class, retaliation,…