Employee Relations Manager

Overview

The Employee Relations Manager serves as the organization’s subject matter expert in employee relations, providing strategic guidance and hands-on support for workplace investigations, performance management, corrective action, policy interpretation, and employment-related matters. This working manager oversees complex employee relations cases and directly supervises assigned HR professionals while partnering with operational leadership to support fair, consistent, and compliant employment practices.

Responsibilities

Supervisory Responsibilities:

Directly supervises a team of two or more

Duties/Rsponsibilities:

Serve as the primary subject matter expert and escalation resource for sensitive and complex employee relations matters.

Lead and oversee timely, objective workplace investigations involving complaints, misconduct, harassment, discrimination, retaliation, and conflict; document findings and recommend appropriate action.

Review disciplinary recommendations, performance improvement plans, demotions, and proposed separations for appropriate documentation, consistency, and potential risk.

Coach field and office leadership on performance management, difficult conversations, policy application, conflict resolution, and employee accountability.

Direct, coach, develop, and evaluate assigned HR staff; manage workloads, case assignments, quality standards, and escalation practices.

Provide oversight and technical guidance to the HR Generalist on employee lifecycle matters, compliance, policy administration, and manager support.

Interpret company policies and collaborate with HR leadership on updates to handbook provisions, practices, and procedures.

Identify and escalate employment-law, compliance, and organizational risks, collaborating with senior HR leadership and legal counsel as needed.

Develop training, investigation resources, documentation templates, and standardized case management workflows.

Analyze employee relations patterns and recommend proactive improvements; collaborate cross functionally as needed.

Maintain complete, accurate, and confidential case records and ensure timely follow-up and resolution.

Qualifications

Required Skills, Education, and Experience:

Advanced knowledge of employee relations practices, investigations, corrective action, and relevant employment laws.

Strong judgment, risk assessment, interviewing, analytical, conflict resolution, and written communication skills.

Demonstrated ability to supervise and develop HR professionals and influence leaders across a dispersed workforce.

Ability to manage competing priorities, preserve confidentiality, and handle sensitive matters with professionalism.

Proficiency in HR information systems, case documentation, and Microsoft Office applications.

Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent relevant experience may be considered.

Five years of progressive HR experience, including substantial employee relations and workplace investigations experience.

Previous experience supervising, coaching, or leading HR professionals.

PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Multi-state, field-based, or hourly workforce experience preferred.