Accountabilities

You will provide strategic direction and operational leadership for the Employee Relations function, ensuring consistent case resolution, effective risk management, and strong collaboration across HR, Legal, and business teams. Your responsibilities will include:

Team Leadership & ER Function Management

Lead, coach, and develop a team of five professionals, including a Senior Employee Relations Case Manager, Employee Relations Case Managers, and an ER Intake Coordinator.

Establish caseload standards, quality expectations, and escalation criteria to ensure timely, consistent, and well-documented case resolution.

Oversee employee relations tools, templates, playbooks, and case management systems.

Drive continuous improvements in intake, investigation, documentation, and case management practices.

Strengthen team capabilities through coaching, knowledge-sharing, and consistent case calibration.

Investigation Oversight & Case Management

Oversee complex, high-risk, sensitive, and precedent-setting workplace investigations.

Serve as the final escalation point for matters involving senior leaders, significant legal exposure, or reputational risks.

Review and approve investigation findings, recommendations, and documentation to ensure defensible and consistent outcomes.

Partner with the Senior Employee Relations Case Manager to maintain investigation standards and provide guidance to the wider team.

Legal & Cross-Functional Partnership

Serve as the primary Employee Relations point of contact for Legal, ensuring appropriate case escalation and timely preparation of legal documentation.

Coordinate responses to litigation holds, subpoenas, and other legal inquiries.

Partner with internal Legal teams and external counsel on employee separations, settlements, and other high-risk employment decisions.

Collaborate with Safety, Compliance, and business leaders on matters requiring coordinated investigation or intervention.

Partnership with People Business Partners

Work closely with the Director of People Business Partners to establish clear responsibilities and escalation procedures between ER and PBP teams.

Ensure People Business Partners can effectively identify, escalate, and collaborate on employee relations matters.

Support leadership coaching and guidance on employee issues while balancing employee experience, legal compliance, and organizational risk.

Data, Reporting & Risk Management

Monitor and report employee relations case volume, trends, resolution timelines, and outcomes to senior leadership.

Identify recurring workplace issues and systemic risks, recommending appropriate policy, training, and process improvements.

Own Employee Relations policy content and ensure policies remain current, consistent, and compliant with applicable employment laws across jurisdictions.

Charge Response & Regulatory Matters

Lead organizational responses to EEOC charges and other administrative agency complaints, including state fair employment agencies and the Department of Labor.

Partner with Legal and external counsel to prepare timely, comprehensive, and legally sound position statements and supporting documentation.

Monitor charge and claim trends to identify potential exposure and recommend preventive measures.

Requirements

The ideal candidate is an accomplished HR and Employee Relations leader with extensive experience managing complex workplace matters, leading investigations, and advising senior executives. You should bring:

Bachelor's degree in Human Resources, Business Administration, or a related field.

Advanced degree or Juris Doctor (JD) is an advantage.

At least 10 years of progressive Human Resources experience, with substantial expertise in employee relations, workplace investigations, and labor relations.

At least 5 years of people management experience, preferably leading employee relations case managers or similar HR professionals.

Demonstrated experience developing and leading union avoidance strategies and responding to union organizing activities.

Proven experience managing EEOC charges and other administrative agency complaints in direct collaboration with Legal teams and external counsel.

How Jobgether works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

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