Employee Relations Manager

Reports to: Chief People Officer

Job Overview: The Employee Relations Manager oversees all aspects of employee relations across the organization, ensuring fair, consistent, and legally compliant employment practices. This role is responsible for fostering a positive workplace culture by monitoring employee engagement and satisfaction, helping implement performance improvement processes, aiding in conflict resolution and policy administration. The Employee Relations Manager will act as a key liaison between employees, managers, and leadership, providing guidance on company policies, performance management, disciplinary actions, and workplace issues.

Primary Responsibilities:

· Partners with leadership to develop and implement employee relations strategies that support organizational goals and maintain compliance with federal, state, and local employment laws.

· Attends internal and departmental meetings to remain informed of company updates and workforce trends.

· Monitors human resources metrics related to turnover, engagement, retention, and disciplinary actions to identify trends and recommend proactive solutions.

· Administers employee surveys and collaborates with leadership to analyze and act upon feedback.

· Assists with new hire onboarding, including creating employee profiles in Paylocity and assigning onboarding tasks, being a cultural ambassador, and aiding the new hire in team integration.

· Handles internal communications such as new hire and promotion announcements.

· Provides Paylocity training to managers and staff, ensuring accuracy in time-off tracking, approvals, and employee data management.

· Conducts 90-day check-ins with managers to evaluate new employee performance and engagement.

· Assists in drafting and executing independent contractor agreements for consultants.

· Coordinates and assists with compensation change forms, promotions, transfers, and related documentation.

· Oversees the administration and explanation of employee handbook policies, ensuring consistent application across departments.

· Acts as a resource to managers and employees by providing clarification and interpretation of policies and procedures.

· Conducts investigations into employee complaints, workplace conflicts, and other employee relations matters; provides mediation and resolution guidance to employees and management.

· Administers and tracks performance improvement plans (PIPs) and write-ups.

· Assists in the creation and execution of separation agreements and terminations.

· Assigns employee offboarding tasks, administers exit interviews.

· Supports the Internship Program through coordination, onboarding, and documentation.

· If applicable within the assigned portfolio, handles union-related matters including but not limited to, onboarding, performance management, and disciplinary action.

Employee Engagement Responsibilities:

· Serves as a culture ambassador by promoting and coordinating initiatives that foster a positive, inclusive, and engaged workplace culture.

· Coordinates employee recognition and rewards programs, milestone celebrations, and engagement events.

· Organizes employee engagement activities and events, including making occasional purchases for celebrations, team milestones, and company-wide programs

Qualifications

· Bachelor’s degree in Human Resources, Business Administration, or related field required; human resources certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.

· Minimum of 3 years of human resources experience with a focus on employee relations, performance management, and policy administration.

· Demonstrated ability to manage sensitive information with confidentiality, professionalism, and discretion.

· Strong knowledge of federal, state, and local employment laws, including but not limited to, ADA, FMLA, and Title VII.

· Proficiency with HRIS systems, preferably Paylocity.

· Proficiency with Microsoft Office (Word, Excel, Outlook).

· Excellent verbal and written communication skills.

· Ability to provide clear and compassionate guidance to staff and managers.

· Strong conflict resolution, problem-solving, and mediation skills.

· Ability to balance employee advocacy with organizational goals and compliance requirements.

· Proven experience in building trust and positive relationships across all organizational levels.

Availability and Work Hours

· Occasional travel required to attend meetings, trainings, or employee events.

Physical Requirements

· Constantly operates a computer and other office productivity machinery, such as a printer and phone.

· May require occasional standing, walking, or travel between company locations.