Employee Relations Specialist

About Rivian

Rivian is on a mission to keep the world adventurous forever. This goes for the emissions‑free Electric Adventure Vehicles we build, and the curious, courageous souls we seek to attract.

As a company, we constantly challenge what’s possible, never simply accepting what has always been done. We reframe old problems, seek new solutions and operate comfortably in areas that are unknown. Our backgrounds are diverse, but our team shares a love of the outdoors and a desire to protect it for future generations.

We are seeking an Employee Relations Specialist to strengthen frontline leadership capability, drive consistent employee relations practices, and help build a fair, respectful, high‑performing workplace across our manufacturing operations. This role sits at the intersection of People, employee relations, labor relations, policy execution, and day‑to‑day operational support. You will serve as a strategic partner to Group Leaders and Managers, helping them navigate employee concerns, provide coaching, engage in open‑door interactions, resolve conflicts, and apply policies consistently and with sound judgment.

You will also help identify trends, surface risks early, and support practical improvements that strengthen the employee experience and reduce workplace disruption. This role is based onsite in Normal, IL. You will work closely with frontline leadership, People Business Partners, Labor Relations, Legal, EHS, and plant leaders, helping connect employee relations strategy to execution and supporting a scalable, disciplined operating model on the plant floor.

• Strengthen frontline leadership: Equip Group Leaders and Managers with practical coaching, guidance, and employee relations support so they can lead with consistency, fairness, and confidence.
• Resolve issues early: Support open‑door interactions, conflict resolution, and day‑to‑day risk mitigation before concerns escal.
• Protect consistency on the floor: Help ensure policies, corrective actions, and people practices are applied in a way that is equitable, compliant, and aligned across teams and shifts.
• Improve culture through action: Translate employee sentiment, recurring issues, and leader needs into practical recommendations that strengthen engagement, trust, and team performance.

• Serve as a day‑to‑day employee relations resource to Group Leaders and Managers on coaching, conduct concerns, open door interactions, and routine employee issues.
• Provide practical guidance on appropriate remedial actions, documentation, and next steps to support consistency, fairness, and sound decision‑making.
• Coach leaders through difficult conversations and early‑stage issue resolution, helping them address concerns clearly, respectfully, and in a timely way.
• Support leaders in balancing employee advocacy, operational needs, and policy expectations in a fast‑moving manufacturing environment.

• Support leaders in discussions to resolve workplace concerns quickly and constructively.
• Support leaders in mediating interpersonal and team‑level conflicts in a way that preserves trust, reduces disruption, and supports production continuity.
• Assess employee concerns and help determine when issues can be resolved through coaching, mediation, or standard employee relations processes.
• Escalate more complex, sensitive, or high‑risk matters appropriately in partnership with People and Labor Relations.

• Support leaders in interpreting and applying company policies, handbooks, and workplace expectations consistently across the plant floor.
• Provide guidance that helps maintain a compliant, respectful, non‑union operating environment while reducing employee relations risk.
• Monitor recurring themes, conduct trends, and policy questions to identify areas where clearer guidance, stronger leader support, or process improvements are needed.
• Partner with People and business leaders to help strengthen consistency in employee relations practices across shifts, departments, and leader populations.