Job Description
Responsibilities
• Serves as a primary ER subject-matter expert and point of contact for employee relations matters, providing support and advice to HR and business leaders regarding performance management, employee discipline, policy interpretation, and termination processes, ensuring compliance with company policies, procedures, and applicable laws.
• Leads team responsible for and/or serves as a liaison in internal investigations related to a variety of employee relations issues. Compiles and generates investigation related documentation (i.e., Investigation Reports, Issue Summaries, etc.).
• Will play lead investigator role in highest complexity investigations (based on circumstances, may at times spend up to 50% of time in this space).
• Analyze workforce data and trends to identify risks, opportunities, and recommend practical solutions aligned with business goals. Responsible for developing and maintaining Key Performance Indicators (KPI’s) linked to driving effective employee relations strategy. Reports out on this analysis and KPI’s to key senior HR and business leaders regularly.
• Coach and enable leaders to use creative, timely resolution approaches to avoid escalation and improve outcomes.
• Partner with HR and the COEs to design and deliver leader trainings, manager toolkits, and preventative programs addressing root causes.
• Manages an employee relations case management system to review and track case progress and maintain investigation files.
• Stays updated on employment-related laws including state requirements impacting employees (minimum wage, salary posting requirement, final pay requirements, etc.).
• Collaborates with HR leadership to develop, implement, and communicate employee relations policies, procedures, and programs. Works with HR Compliance to audit and ensure policies are up to date, aligned with legal requirements, and effectively address employee concerns.
• Tracks relevant employee data, generates metrics to identify trends, and presents insights to Senior Leadership to help inform process improvements and approaches.
• Collaborate closely with HR Managers/Business Partners and business leadership to align HR strategies with operational needs.
• Lead and inspire a diverse Employee Relations (ER) team by fostering an inclusive, collaborative environment that emphasizes continuous development and strategic alignment with ER- and HR-specific goals while modeling visibility, accessibility, and consistent leadership practices.
• Champion ER initiatives that drive performance excellence, employee engagement, and organizational culture. Ensure open communication and innovation, empowering team members to contribute effectively as strategic business partners in advancing the company's success.
• Serve as an escalation point for challenging employee relations issues, leveraging experience to navigate sensitive situations with diplomacy while providing coaching, guidance, and support to ER and HR business partners at all levels.