Associate Director, Performance & Employee Relations
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones.
We need to decide which sections to include. The posting includes: Position Overview (overview), Essential Duties/Responsibilities (with subcategories), Knowledge, Skill, And Abilities (skills/abilities), Education And Experience (education/experience), Preferred Skills (maybe part of qualifications), Physical Requirements (maybe not needed? It's specific but could be considered under Requirements? The instruction says we can include sections only if real specific content. Physical Requirements is specific; but we don't have a standard heading for that. Could we include under Requirements? Probably better to include a section "Requirements" that includes Education And Experience, Knowledge, Skill, And Abilities, Preferred Skills, Physical Requirements? But we need to follow the given heading examples: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. They didn't list Physical Requirements; but we could incorporate into Requirements or Qualifications. The instruction says use those as examples, not strict list; we can use other headings if needed? It says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." That suggests we should stick to those headings; but we can also use others if needed? Probably better to stick to those. So we need to map content to those headings.
We have:
- About the role: Position Overview paragraph.
- Responsibilities: Essential Duties/Responsibilities with subparts. Could be a ul list of duties, maybe grouped? Could create ul with li each duty (including sub-bullets?). Could flatten.
- Requirements: Education And Experience (Bachelor's degree required, Master's preferred, 5 years HR experience). Also Knowledge, Skill, And Abilities could be under Skills? But we have separate Skills heading. Could put Knowledge, Skill, And Abilities under Skills. Preferred Skills could also be under Skills. Physical Requirements maybe under Requirements? Could add a note.
- Benefits: Benefits Statement section includes details about benefits. So we should include Benefits heading with ul list of benefits.
- Pay: Not specified; do not include.
- Schedule: Not specified; do not include.
- Qualifications: Could be same as Requirements? But we have both Requirements and Qualifications as possible headings. Might combine? The instruction says prefer a few substantive sections over many thin ones. So we could have About the role, Responsibilities, Requirements (including education/experience, knowledge/skills, physical), Benefits. That's four sections. Could also add Skills separate but maybe merge into Requirements. Let's see: Knowledge, Skill, And Abilities is essentially skills. Could be Skills section. But we already have Requirements for education/experience. Could have both Requirements and Skills. That's okay.
We need to avoid filler like "commensurate with experience". Not present.
We need to remove boilerplate: EEO statements, etc. Also remove "About Us" maybe? That's not required but could be considered About the role? Actually About Us is company description; could be considered part of About the role? Might be okay to include as part of About the role? But the instruction says preserve ALL substantive information; do NOT invent or summarize away detail. The About Us is substantive about company mission. Should we include? It could be part of About the role? But the heading "About the role" is for role overview, not company. However we could include a separate section maybe "About the company"? Not in allowed headings. Could we incorporate into About the role as extra paragraph? Might be okay to add after overview. The instruction says preserve ALL substantive information; we should not drop it. So we need to include it somewhere. Could add a
under About the role after the overview.
Similarly, "GBSP25" maybe a code; minor metadata; we can drop or fold into short p.
We need to output only HTML fragment, no markdown fences.
Let's craft:
About the role
Position Overview The Associate Director, Performance & Employee Relations serves as a strategic partner to leaders across the organization, specializing in performance management, employee relations, and leadership coaching. This role is responsible for driving a culture of accountability, continuous feedback, and employee engagement while ensuring compliance with employment laws and company policies. The Associate Director provides consultative support to managers in navigating complex employee situations, improving team effectiveness, addressing performance concerns, and strengthening leadership capabilities. This position partners closely with business leaders to develop and implement programs that enhance organizational performance, employee experience, and talent development.
Neuronetics, together with Greenbrook Mental Wellness Centers, delivers innovative mental health treatments through FDA-cleared NeuroStar® TMS and Spravato® therapies. Our mission is to expand access to life-changing care, combining cutting-edge technology, compassionate patient support, and clinical excellence to improve lives every day. Join us in making a meaningful impact in the rapidly growing mental health field.
Responsibilities
- Lead the organization's performance management strategy, processes, and annual review cycle.
- Continuously evaluate and enhance performance management programs to drive accountability, development, and business results.
- Coach leaders on goal setting, performance expectations, feedback delivery, and performance documentation.
- Partner with managers to address performance concerns and develop effective improvement plans.
- Monitor performance trends and identify opportunities to improve individual and organizational effectiveness.
- Develop training and resources that promote a culture of continuous feedback and coaching.
- Analyze performance data and provide recommendations to leadership regarding talent, development, and retention strategies.
- Serve as the primary HR partner for employee relations matters across the organization.
- Conduct employee relations investigations involving policy violations, workplace concerns, and employee complaints.
- Provide guidance to leaders on corrective action, conflict resolution, disciplinary processes, and risk mitigation.
- Ensure consistent application of company policies, procedures, and employment practices.
- Interpret and advise on federal, state, and local employment laws.
- Collaborate with legal counsel when necessary on complex employee relations matters.
- Conduct exit interviews and share employee feedback with management.
- Identify trends and develop proactive solutions to improve employee engagement and workplace culture.
- Act as a trusted advisor to managers and leaders at all levels of the organization.
- Provide coaching on leadership effectiveness, communication, accountability, employee development, and team dynamics.
- Equip managers with tools and best practices for handling difficult conversations and managing performance issues.
- Design and facilitate manager training programs focused on feedback, coaching, documentation, employee relations, and leadership skills.
- Support talent reviews, succession planning, and leadership development initiatives.
- Partner with leaders to enhance organizational effectiveness and drive employee engagement.
- Partner with business leaders to align people strategies with organizational objectives.
- Support change management efforts, restructures, workforce planning, and organizational design initiatives.
- Analyze HR metrics and trends related to turnover, engagement, performance, and employee relations.
- Develop recommendations and action plans based on HR data and business needs.
- Participate in special projects and strategic HR initiatives as assigned.
Requirements
- Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree preferred.
- Minimum of five (5) years of progressive HR experience with a focus on employee relations and performance management.
Skills
- Strong working knowledge of employment laws, HR best practices, and compliance requirements.
- Excellent communication and interpersonal skills with the ability to influence, advise, and build strong partnerships.
- Proven ability to handle sensitive and confidential information with discretion; maintain the highest level of confidentiality and professionalism.
- Strong analytical and problem-solving skills with a proactive and solutions-oriented mindset.
- Proficiency with Microsoft Office Suite and HRIS platforms (Rippling or similar preferred).
- Demonstrate sound judgment and business acumen.
- Influence outcomes and drive organizational change through strong relationships and consultative partnerships.
- Foster a culture of accountability, inclusion, and employee engagement.
- Serve as a role model for organizational values and leadership behaviors.
- Demonstrated ability to adapt to change, manage multiple priorities, and deliver results in a fast-paced environment.
- Experience supporting a multi-site or multi-entity organization preferred.
- Prior experience in healthcare or another highly regulated industry a plus.
- HR certification (SHRM-CP/SCP or PHR/SPHR) preferred.
- Physical requirements: Standing/Sitting 100%; Walking/Bending/Stooping 10%; Lifting Requirements 25 lb; Travel by air, rail, auto (% of time) 5%; Applicants must be authorized to work for any employer in the US. Unable to sponsor or assume responsibility for employment visa/work authorization at this time.
Benefits
- Health insurance
- Dental insurance
- Vision insurance
- Optional supplemental medical insurance
- Health savings and flexible spending accounts
- Company-paid life insurance and additional voluntary life insurance
- Company-paid short term disability and long term disability insurance
- Participation in a 401(k) savings and investment plan with company contribution
- Paid time off for non-exempt salaried employees calculated as .625 per pay period worked for vacation time and .29166 per pay period for personal time
- Full-time exempt employees eligible for Flex-PTO, which allows time off without accrual
- If applicable and required under state law, eligible for paid sick leave
We should not include any boilerplate like EEO statements. We removed them.
Check for any duplicated lines: we have not repeated.
Check for any placeholder like "commensurate with experience": none.
We have included all substantive info: Position Overview, About Us, Responsibilities (all bullet points), Requirements (education/experience), Skills (knowledge, abilities, preferred skills, physical requirements), Benefits (list). Good.
We didn't include Pay or Schedule sections.
We used headings as required.
We used - for lists,
for prose.
We output only HTML fragment.
Let's
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. We need to decide which sections to include. The posting includes: Position Overview (overview), Essential Duties/Responsibilities (with subcategories), Knowledge, Skill, And Abilities (skills/abilities), Education And Experience (education/experience), Preferred Skills (maybe part of qualifications), Physical Requirements (maybe not needed? It's specific but could be considered under Requirements? The instruction says we can include sections only if real specific content. Physical Requirements is specific; but we don't have a standard heading for that. Could we include under Requirements? Probably better to include a section "Requirements" that includes Education And Experience, Knowledge, Skill, And Abilities, Preferred Skills, Physical Requirements? But we need to follow the given heading examples: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. They didn't list Physical Requirements; but we could incorporate into Requirements or Qualifications. The instruction says use those as examples, not strict list; we can use other headings if needed? It says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." That suggests we should stick to those headings; but we can also use others if needed? Probably better to stick to those. So we need to map content to those headings. We have: - About the role: Position Overview paragraph. - Responsibilities: Essential Duties/Responsibilities with subparts. Could be a ul list of duties, maybe grouped? Could create ul with li each duty (including sub-bullets?). Could flatten. - Requirements: Education And Experience (Bachelor's degree required, Master's preferred, 5 years HR experience). Also Knowledge, Skill, And Abilities could be under Skills? But we have separate Skills heading. Could put Knowledge, Skill, And Abilities under Skills. Preferred Skills could also be under Skills. Physical Requirements maybe under Requirements? Could add a note. - Benefits: Benefits Statement section includes details about benefits. So we should include Benefits heading with ul list of benefits. - Pay: Not specified; do not include. - Schedule: Not specified; do not include. - Qualifications: Could be same as Requirements? But we have both Requirements and Qualifications as possible headings. Might combine? The instruction says prefer a few substantive sections over many thin ones. So we could have About the role, Responsibilities, Requirements (including education/experience, knowledge/skills, physical), Benefits. That's four sections. Could also add Skills separate but maybe merge into Requirements. Let's see: Knowledge, Skill, And Abilities is essentially skills. Could be Skills section. But we already have Requirements for education/experience. Could have both Requirements and Skills. That's okay. We need to avoid filler like "commensurate with experience". Not present. We need to remove boilerplate: EEO statements, etc. Also remove "About Us" maybe? That's not required but could be considered About the role? Actually About Us is company description; could be considered part of About the role? Might be okay to include as part of About the role? But the instruction says preserve ALL substantive information; do NOT invent or summarize away detail. The About Us is substantive about company mission. Should we include? It could be part of About the role? But the heading "About the role" is for role overview, not company. However we could include a separate section maybe "About the company"? Not in allowed headings. Could we incorporate into About the role as extra paragraph? Might be okay to add after overview. The instruction says preserve ALL substantive information; we should not drop it. So we need to include it somewhere. Could add a
under About the role after the overview. Similarly, "GBSP25" maybe a code; minor metadata; we can drop or fold into short p. We need to output only HTML fragment, no markdown fences. Let's craft:
About the role
Position Overview The Associate Director, Performance & Employee Relations serves as a strategic partner to leaders across the organization, specializing in performance management, employee relations, and leadership coaching. This role is responsible for driving a culture of accountability, continuous feedback, and employee engagement while ensuring compliance with employment laws and company policies. The Associate Director provides consultative support to managers in navigating complex employee situations, improving team effectiveness, addressing performance concerns, and strengthening leadership capabilities. This position partners closely with business leaders to develop and implement programs that enhance organizational performance, employee experience, and talent development.
Neuronetics, together with Greenbrook Mental Wellness Centers, delivers innovative mental health treatments through FDA-cleared NeuroStar® TMS and Spravato® therapies. Our mission is to expand access to life-changing care, combining cutting-edge technology, compassionate patient support, and clinical excellence to improve lives every day. Join us in making a meaningful impact in the rapidly growing mental health field.
Responsibilities
- Lead the organization's performance management strategy, processes, and annual review cycle.
- Continuously evaluate and enhance performance management programs to drive accountability, development, and business results.
- Coach leaders on goal setting, performance expectations, feedback delivery, and performance documentation.
- Partner with managers to address performance concerns and develop effective improvement plans.
- Monitor performance trends and identify opportunities to improve individual and organizational effectiveness.
- Develop training and resources that promote a culture of continuous feedback and coaching.
- Analyze performance data and provide recommendations to leadership regarding talent, development, and retention strategies.
- Serve as the primary HR partner for employee relations matters across the organization.
- Conduct employee relations investigations involving policy violations, workplace concerns, and employee complaints.
- Provide guidance to leaders on corrective action, conflict resolution, disciplinary processes, and risk mitigation.
- Ensure consistent application of company policies, procedures, and employment practices.
- Interpret and advise on federal, state, and local employment laws.
- Collaborate with legal counsel when necessary on complex employee relations matters.
- Conduct exit interviews and share employee feedback with management.
- Identify trends and develop proactive solutions to improve employee engagement and workplace culture.
- Act as a trusted advisor to managers and leaders at all levels of the organization.
- Provide coaching on leadership effectiveness, communication, accountability, employee development, and team dynamics.
- Equip managers with tools and best practices for handling difficult conversations and managing performance issues.
- Design and facilitate manager training programs focused on feedback, coaching, documentation, employee relations, and leadership skills.
- Support talent reviews, succession planning, and leadership development initiatives.
- Partner with leaders to enhance organizational effectiveness and drive employee engagement.
- Partner with business leaders to align people strategies with organizational objectives.
- Support change management efforts, restructures, workforce planning, and organizational design initiatives.
- Analyze HR metrics and trends related to turnover, engagement, performance, and employee relations.
- Develop recommendations and action plans based on HR data and business needs.
- Participate in special projects and strategic HR initiatives as assigned.
Requirements
- Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree preferred.
- Minimum of five (5) years of progressive HR experience with a focus on employee relations and performance management.
Skills
- Strong working knowledge of employment laws, HR best practices, and compliance requirements.
- Excellent communication and interpersonal skills with the ability to influence, advise, and build strong partnerships.
- Proven ability to handle sensitive and confidential information with discretion; maintain the highest level of confidentiality and professionalism.
- Strong analytical and problem-solving skills with a proactive and solutions-oriented mindset.
- Proficiency with Microsoft Office Suite and HRIS platforms (Rippling or similar preferred).
- Demonstrate sound judgment and business acumen.
- Influence outcomes and drive organizational change through strong relationships and consultative partnerships.
- Foster a culture of accountability, inclusion, and employee engagement.
- Serve as a role model for organizational values and leadership behaviors.
- Demonstrated ability to adapt to change, manage multiple priorities, and deliver results in a fast-paced environment.
- Experience supporting a multi-site or multi-entity organization preferred.
- Prior experience in healthcare or another highly regulated industry a plus.
- HR certification (SHRM-CP/SCP or PHR/SPHR) preferred.
- Physical requirements: Standing/Sitting 100%; Walking/Bending/Stooping 10%; Lifting Requirements 25 lb; Travel by air, rail, auto (% of time) 5%; Applicants must be authorized to work for any employer in the US. Unable to sponsor or assume responsibility for employment visa/work authorization at this time.
Benefits
- Health insurance
- Dental insurance
- Vision insurance
- Optional supplemental medical insurance
- Health savings and flexible spending accounts
- Company-paid life insurance and additional voluntary life insurance
- Company-paid short term disability and long term disability insurance
- Participation in a 401(k) savings and investment plan with company contribution
- Paid time off for non-exempt salaried employees calculated as .625 per pay period worked for vacation time and .29166 per pay period for personal time
- Full-time exempt employees eligible for Flex-PTO, which allows time off without accrual
- If applicable and required under state law, eligible for paid sick leave
headings as required.
We used - for lists,
for prose.
We output only HTML fragment.
Let's
for prose. We output only HTML fragment. Let's