Employee Relations Manager

Overview

The Senior Employee Relations Manager plays a critical role in fostering a positive, fair, and compliant workplace environment. This highly visible and approachable leader supports team members by addressing concerns with empathy, fairness, and discretion. The SERM manages and resolves complex employee relations issues, conducts detailed investigations, and ensures all actions align with organizational policies, legal requirements, and core values. Working in close partnership with the Chief People & Culture Officer (CPCO), the SERM also serves as a strategic advisor—proactively identifying workplace issues, strengthening performance management processes, and helping cultivate an inclusive, respectful, and engaged organizational culture.

Key Responsibilities

Coaching and Development

• Coach and train managers on communication skills, conflict resolution techniques, and effective team member relations
• Serve as a point of contact for team member concerns, mediating conflicts and promoting a positive work environment
• Recommend systemic improvements and tools that enhance workplace culture and ensure a safe, professional setting

Workplace Investigations

• Lead the full investigation process, ensuring accurate tracking, documentation, and timely resolutions
• Conduct thorough, impartial investigations into complaints, harassment claims, policy violations, and workplace conflicts in accordance with legal and organizational standards
• Guide managers through pre- and post-investigation processes with objectivity and clarity
• Partner with the CPCO to determine investigation outcomes and ensure equitable results
• Collaborate with outside counsel on cases involving team members when needed

Policy Compliance & Interpretation

• Interpret and apply organizational policies, procedures, and labor laws to ensure fair, consistent handling of workplace matters
• Support policy development and updates to reflect best practices and evolving legal requirements
• Serve as an additional point of contact for policy interpretation for team members and leadership

Team Member Engagement

• Serve as a key resource for team members navigating the employee lifecycle
• Develop and implement engagement strategies to improve morale, retention, and workplace satisfaction
• Recommend new processes and programs to enhance the team member experience
• Partner with Learning & Development to support mentoring programs, skill evaluations, and training opportunities
• Lead the organization’s Total Awards and Recognition Program
• Collaborate in HR strategic planning to align engagement initiatives with departmental goals
• Support and guide managers throughout the performance management cycle
• Develop and execute a proactive SERM strategy aligned with organizational values

Benefits Support

• Manage workplace accident reporting and the workers’ compensation process
• Serve as a point of contact for employee questions regarding FMLA, STD, LTD, and related benefits

Data Analysis

• Use data and analytics to identify trends, risks, and opportunities for improvement
• Develop and maintain an HR Dashboard with quarterly metrics and insights
• Track engagement and experience-related data to evaluate the effectiveness of initiatives
• Use analytics to support recommendations and strengthen team member engagement

Required Knowledge, Skills & Abilities

• Exceptional written and verbal communication, interpersonal, and active listening skills
• Strong judgment, discretion, and ability to handle sensitive matters with integrity
• Demonstrated success managing complex employee relations issues with fairness and consistency
• Extensive knowledge of federal and state employment laws, including FMLA, ADA, and Workers’ Compensation
• Experience conducting and structuring employee investigations
• Strong presentation, facilitation, and project management skills
• Ability to remain calm, tactful, and persuasive in challenging situations
• Highly detail-oriented, self-motivated, and able to manage competing priorities
• Ability to work independently and collaboratively across all organizational levels
• Strong data interpretation, research, and analytical skills

Education & Experience

• Bachelor’s degree in employee relations, human resources, or a related field required
• Minimum 10 years of professional HR administration experience in a for-profit or nonprofit environment; experience in a senior living or CCRC setting is a plus
• At least 10 years of progressive employee relations experience, including conflict resolution and investigations
• Minimum 7 years implementing and executing employee relations best practices
• SHRM-CP or PHR certification preferred
• Advanced proficiency in Microsoft Word, Outlook, Excel, and PowerPoint
• Experience with UltiPro preferred; other HRIS/ATS systems also considered