Employee Relations Manager (hybrid)

Key Responsibilities

• Operational Management & Deputy Coverage
• Manage the day-to-day operations of the Employee Relations function, ensuring timely, consistent, and high-quality case management across all ER matters.
• Serve as a functional deputy to the Senior Director, assuming authority for ER decision-making, prioritization, presentations and escalation management when needed.
• Maintain operational standards, service levels, and accountability mechanisms for ER Advisors.
• Provide executive-ready insights, recommendations, and risk assessments to senior leaders.
• Act as a senior subject matter expert on complex, high-risk, and sensitive employee relations matters, including investigations, performance management, terminations, and policy interpretation.
• Guide ER Advisors in applying sound judgment, mitigating risk, and navigating nuanced employee situations.
• Ensure high-quality documentation standards, investigative rigor, and compliance with employment law and internal policies.
• Advise HR partners and leaders on ER strategy, approach, and decision-making.
• Workflow Design, Technology & Automation
• Design, optimize, and continuously improve ER workflows to increase efficiency, consistency, and scalability.
• Partner with HR Operations, HRIS, and Technology teams to implement and enhance case management systems, reporting tools, and workflow automation.
• Leverage technology and AI-enabled tools (e.g., case triage, trend analysis, documentation support, knowledge management) to improve cycle time, quality, and insight generation.
• Identify opportunities to standardize processes, reduce manual work and improve the employee and leader experience.

Additional responsibilities

• Metrics, Insights & Risk Management
• Policy, training & Program development
• Cross-functional Partnership & Compliance

Minimum Qualifications

• Education: Bachelor’s degree or equivalent experience (Human Resources, Business Administration, or a related field degree).
• Work Experience: 10+ years of progressive HR or Employee Relations experience, including 2+ years in a people leadership role.

Benefits

The posted pay range is Boston Children’s reasonable and good-faith expectation for this pay at the time of posting. Any base pay offer provided depends on skills, experience, education, certifications, and a variety of other job-related factors. Base pay is one part of a comprehensive benefits package that includes flexible schedules, affordable health, vision and dental insurance, child care and student loan subsidies, generous levels of time off, 403(b) Retirement Savings plan, Pension, Tuition and certain License and Certification Reimbursement, cell phone plan discounts and discounted rates on T-passes.