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United States
Onsite
This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Director, Employee Relations based in the United States.
We are seeking an experienced and strategic Director of Employee Relations to lead and strengthen employee relations practices across a large, multi-site operational workforce.
In this senior leadership role, you will oversee the Employee Relations function, establishing consistent standards for workplace investigations, case management, and employment practices.
You will lead and develop a team of employee relations professionals while managing the organization's most complex and sensitive workplace matters.
Acting as the primary liaison with Legal, you will oversee regulatory responses, including EEOC charges, and help mitigate employment-related risks.
You will also work closely with HR business partners and operational leaders to promote fair, consistent, and legally compliant employee practices.
This is an opportunity to shape scalable employee relations strategies, strengthen organizational accountability, and foster a respectful workplace culture in a fast-paced environment.
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.
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.
Strong knowledge of federal, state, and local employment and labor laws across multiple jurisdictions.
Experience working in multi-site, field-based, or operational workforce environments is strongly preferred.
Exceptional judgment and decision-making skills when handling sensitive, ambiguous, and high-risk situations.
Proven ability to lead, coach, and develop employee relations professionals through effective mentoring and case calibration.
Excellent interpersonal, communication, and influencing skills, with the ability to advise senior executives and collaborate with Legal stakeholders.
Strong analytical capabilities, including the ability to interpret case data, identify emerging trends, and translate insights into actionable improvements.
Ability to handle highly confidential employee information with discretion, professionalism, and integrity.
Adaptability and resilience when working in fast-paced, complex operational environments.
SHRM-SCP, SPHR, or an equivalent HR certification is preferred.
Familiarity with HR case management platforms such as AllVoices, EthicsPoint, or NAVEX is an advantage.
Previous experience working directly with in-house or external labor and employment counsel is preferred.
Annual base salary: $155,000–$175,000, depending on experience.
Potential eligibility for additional performance-based bonuses.
Weekly pay, with payments every Friday.
Comprehensive benefits coverage beginning within 30 days.
Medical, dental, vision, prescription drug, and life insurance.
Short-term and long-term disability insurance.
401(k) retirement savings plan with employer matching contributions.
Unlimited vacation, holidays, and sick time.
Boot and prescription safety glasses reimbursement.
Employee Assistance Program (EAP).
24/7 nurse triage support line.
Professional development opportunities through an extensive training program and dedicated learning resources.
Employee referral program offering bonuses of up to $500.
ASE certification program with examination fee reimbursement and bonus opportunities.
Employee recognition platform with points redeemable for merchandise.
Employee discounts on mobile phone services and entertainment tickets.
Employee Resource Groups (ERGs) promoting inclusion and workplace connection.
