Director, Employee Relations

Job Responsibilities

• Build the Function: Design and stand up GeneDx’s first dedicated Employee Relations function, including investigation protocols, case management infrastructure, documentation standards, and escalation frameworks
• Create and deliver quarterly ER reporting — case trends, risk indicators, hotspot analysis, and recommendations — to VP, People Experience and senior leadership
• Own the Casework: Manage the full ER caseload (~130 annual touch points): workplace investigations, performance-based terminations, complex performance coaching situations, and policy interpretation
• Personally lead all workplace investigations, ensuring thorough, timely, and legally defensible processes and documentation
• Own termination recommendations and legal outcome discussions; escalate VP+ cases and precedent-setting situations to VP, People Experience
• Serve as the primary ER interface with Legal, partnering on high-risk matters (approximately 25% of caseload) and translating legal guidance into operational action
• Enable Leaders: Build manager-facing playbooks, toolkits, and training for performance management, progressive discipline, and difficult conversations
• Drive the cultural shift from “HR handles it” to “leaders own performance” — coaching and equipping managers to operate independently while knowing when to escalate
• Provide real-time guidance to managers and PBPs on employee relations matters, balancing speed with risk management
• Protect the Organization: Reduce legal exposure through consistent, high-quality case management and documentation practices
• Monitor and address ER hotspots — particularly in commercial production labs and sales teams — with targeted interventions
• Ensure compliance with federal, state, and local employment laws; stay ahead of regulatory changes that affect ER practices

People Manager

• No — Individual Contributor (with future build potential)

Education, Experience, And Skills

• Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience)
• 8+ years of progressive HR experience with 5+ years focused on employee relations
• Demonstrated experience building or significantly maturing an ER function — not just operating within one
• Proven track record of personally owning and conducting workplace investigations (not supporting or advising)
• Experience supporting both production/operations and commercial/sales populations
• Track record of operating as a solo or near-solo ER resource, managing a full caseload independently
• Strong working partnership with employment law counsel; fluency in translating legal risk into business action
• Evidence of measurable ER outcomes: reduced claims, improved resolution time, increased manager capability

Preferred

• Experience in life sciences, biotech, diagnostics, or healthcare industries
• Experience in a high-growth, mid-size company (500–3,000 employees) undergoing operational transformation
• Familiarity with ER in regulated environments (CLIA, CAP, FDA, or similar)
• PHR, SPHR, SHRM-CP, SHRM-SCP, or AWI certification
• Experience with ER case management systems and HR analytics/reporting tools

Physical Demands

• Sitting for extended periods (up to 8 hours per day)
• Repetitive use of hands and fingers for typing and mouse operation
• Visual acuity for reading computer screens and documents
• Ability to communicate effectively via phone and video calls
• Occasional lifting of up to 10 pounds (office supplies, equipment)