Manager Employee Relations

Job Responsibilities

• Lead and manage the Team Member and Provider Relations function, including daily operations, work prioritization, case assignment, escalation support, and team member development.
• Coach and develop direct reports by providing clear expectations, timely feedback, performance support, professional development, and ongoing capability building in team member and provider relations practices.
• Maintain a strong service orientation and partnership approach while ensuring accountability, confidentiality, consistency, and alignment with TriHealth’s mission, values, leadership competencies, and ALWAYS Behaviors.
• Provide expert consultation to leaders, Human Resources partners, and other stakeholders on team member and provider relations matters, policy interpretation, corrective action, performance concerns, workplace investigations, and conflict resolution.
• Support leader education and capability building by developing or facilitating training, tools, talking points, and resources related to employee relations, corrective action, documentation, policy application, and workplace conduct expectations.
• Ensure team member and provider relations cases are addressed in a timely, consistent, objective, and legally compliant manner, with appropriate documentation and alignment to organizational policy and practice.
• Provide guidance on complex workplace investigations, ensuring thorough fact-finding, appropriate confidentiality, sound recommendations, and clear communication of outcomes.
• Partner closely with Legal, Compliance, Risk Management, Security, Leave of Absence, HR Business Partners, and operational leaders to mitigate employment risk and support effective resolution of sensitive issues.
• Provide oversight and support for unemployment claims, subpoenas, employment-related documentation requests, and other risk-related processes requiring accurate and timely response.
• Identify trends, recurring concerns, policy gaps, documentation issues, and leader capability needs through case data, themes, and stakeholder feedback; recommend proactive solutions to improve workplace culture and reduce risk.

Qualifications

• Bachelor's Degree in Human Resources, business, or related fields; Equivalent experience accepted in lieu of degree
• 5-7 years of progressive leadership or supervisory experience (required)
• 5-7 years of Employee Relations experience managing complex workplace issues (required)
• 5-7 years of progressive Human Resource Experience (required)
• Experience providing consultation or performance management, corrective action, ADAA accommodations, FMLA and other employee relations decisions (required)
• Experience conducting investigations and providing guidance on workplace conduct, policy violations and other complex investigations (required)