Director Employee Relations

Job Responsibilities

• Oversee complex investigation involving misconduct, harassment, discrimination, retaliation, ethics concerns, policy violations, workplace conflict, and high-risk employee matters.
• Review findings and ensure consistency and quality of outcomes.
• Lead and develop the Employee Relations team.
• Establish operation standards, case management processes, governance, service delivery expectations, and strategic priorities for the function.
• Develop resources, tools and standards, including employee counseling and engagement, documentation standards and practices, policy interpretation and application, performance management methodologies, investigations, and responses to other sensitive work-related issues.
• Provide guidance and mentorship to team members in handling complex issues and communicate with senior leadership regarding progress of high-risk investigations.
• Design, develop and implement ER strategy aligned with the Company's overall goals and values.
• Develop, maintain, and interpret employee relations policies, procedures, and workplace standards.
• Recommend policy enhancements and ensure consistent application across the enterprise.
• Provides strategic oversight of ethics-related investigations in partnership with Enterprise Compliance, ensuring appropriate escalation, governance, and resolution of employee conduct matters.
• Oversees employee relations and ethics case management systems and prepares and presents quarterly reporting and significant HR case updates to the Audit Committee of the Board.
• Analyze case trends, identify organizational risks, monitor key metrics, and prepare executive-level reporting on employee relations activity and workplace trends.
• Ensure capabilities to regularly report for HR Business Partners and senior leadership ER metrics and propose actionable insights to reduce overall risk in the organization.
• Facilitate risk assessments regarding employee relations and compliance matters to identify and remediate risk.
• Partner with Legal, Compliance, and Risk to identify and mitigate employment-related risks.
• Support regulatory examinations, agency charges, audits, and ensure compliance with internal policies, cultural expectations, and employment laws.
• Mitigate possible risks by staying updated on relevant legislation and proactively addressing ER risk issues.
• Partner with HR Centers of Excellence, Legal, Compliance, Risk, and business leaders on culture, engagement, organizational change, workforce planning, and enterprise initiatives.
• Learning and Development to create training curriculum outlining best practices and performance improvement concepts in alignment with our company’s core values, practices, and processes.
• Act as a partner and trusted advisor on complex organizational challenges and people-related solutions to increase employee engagement and develop performance strategies that enhance employee effectiveness, morale and retention.
• Responsible for Departmental talent management functions including employment, performance evaluations, staff development/training, disciplinary actions, succession planning and ensuring staff comply with compliance requirements.

Job Requirements

• Education level required: Undergraduate Degree (4 years or equivalent) in Human Resources, Business Administration, Labor Relations, or related field.
• Minimum experience required: 10+ Years of progressive experience in employee relations, workplace investigations, employment law, labor relations, or related experience. Includes 3 years of people management experience.

Preferred Qualifications

• Education level preferred: Master's Degree (or Postgraduate equivalent) in Human Resources, Industrial or Labor Relations, other related business function.
• Preferred experience: 12+ years of progressive Employee relations, workplace investigation, employment law, labor relations, or related experience. Included 5+ years of people management experience.
• Professional certification from SHRM or HRCI preferred.