Senior Employee Relations Manager 

This position is responsible for leading the Employee Relations Center of Excellence, developing and administering policies and programs designed to foster a positive employee relations (“ER”) environment through the consistent and equitable application of Human Resources policies and procedures and federal and state laws and regulations.  Identifies ER issues and recommends appropriate actions to address and resolve those issues.  Responsible for compliance with state, federal, and country employment laws.  Supervises Employee Relations Specialists and collaborates as a global resource for ER best practices.



•Identify employee relations trends, issues, and areas for improvement, to foster a positive employee relations environment.

•Provide leadership as a global ER Center of Excellence (“COE”) resource expert in ER best practices.

•Assist in assuring corporate and legal compliance in ER- and HR-related areas of responsibility.

•Produce ER-related and metrics-related reports, including monthly case summaries, quarterly disclosure reports and quarterly severance reports, and analyze those reports for trending purposes and identifying areas of concern.

•Manage risk pertaining to ER matters by researching and keeping up-to-date on employment laws and applying them to employment matters elevated to the ER COE.  Also conduct proactive trainings and supply relevant ER-related materials, information and changes and updates to relevant employment laws to the Human Resources Business Partners (“HRBPs”) in an effort to manage risk up front.

•Review, approve, and coordinate all reduction-in-force (“RIF”) events and other separation agreements.  Advise HRBPs and managers of potential risks related to RIFs and other types of employee separations.  Advise on appropriate communications related to RIF meetings and separation announcements.  Assist separated employees with their questions after termination.

•Legal liaison for advice and responses to complex cases.  Work with legal counsel in gathering information and investigate and respond to external employment legal claims.

•Identify the need for all ER-related project work.  Lead and conduct the work on many ER projects to completion.  Represent ER on committees and other project teams and provide ER expertise as an ER resource for their efforts.

•Work closely with ER Specialists on ER cases and issues and provide mentorship and coaching to assist them in advising HRBPs, managers, and employees appropriately.

•Analyze exit interview data, make HRBPs aware when exit interviews of concern are submitted, and make recommendations to improve the work environment, culture, and employee retention.

•Consult with and coach HRBPs, managers and employees on routine to complex ER issues, assist with policy interpretation, and provide guidance to prevent and/or facilitate conflict resolution.

•Consult with the HRBPs and direct or conduct investigations of claims of harassment, discrimination, retaliation, workplace violence and other issues, and determine appropriate action and document the relevant information pertaining to the investigations in final reports.  Make recommendations regarding appropriate actions and work with HRBPs and management in determining next steps. 

•Assist HRBPs and Health Services on complex leave of absence requests (including FMLA, ADA, etc.) and managing existing employee leaves by providing consulting support.  Ensure effective coordination with the HRBP, Health Services, and third-party disability carrier in instances where ER issues intersect with a leave of absence or workers’ compensation need.

•Provide guidance in managing workplace violence matters and post-employment situations.  Work directly with Security and HRBPs to manage workplace violence threats and responses, and sensitive employee terminations.

•Manage and/or collaborate on the development of ER-related HR Business Partner training and management training programs, such as Performance Management, Employee Awareness trainings, and Supervisory Skills, as well as deliver such training.

•Draft and edit letters and templates for HRBPs on terminations, leaves of absences, coaching documents, etc.  Review disciplinary action for some cases prior to issuance.

•Provide backup HRBP services when appropriate and necessary.

•Other duties as assigned.



•B.A. or B.S. Degree or equivalent experience

•SPHR certification strongly preferred.



•7 to 10 years of Employee Relations experience, with a solid knowledge of employment law and investigation procedures.

•A background in coaching and consulting with HR colleagues, managers, and employees on routine to complex employee relations issues, conflict resolution, and performance management.

•Previous management experience strongly preferred.



•Effective verbal and written communication skills

•Integrity and confidentiality

•Facilitation, coaching and influencing skills

•Project management skills

•Attention to detail and follow through

•Listening and interpersonal skills

•Analytical ability and problem resolution skills

•Organizational skills

•Self-motivated and demonstrates initiative

•Ability to work in fast-paced environment

•Ability to multi-task

Benefits - Full 
Relocation Assistance Available - Possible for ideal candidate 
Bonus Eligible - Yes 
Interview Travel Reimbursed - Yes

7+ to 10 years experience
Management Experience Required - Yes
Willingness to Travel - Occasionally

Skills and Certifications
Employee Relations