Manager, Employee Relations & Employee Experience
Regis UniversityWorking at Regis University
As Regis employees, we embrace our Jesuit Catholic values of respect, inclusion and equity, and welcome employees, faculty and students from all faiths and cultures. Together, we perform our duties in alignment with the mission of the University and seek dedicated individuals to contribute to and strengthen that mission and our service to students. Why Work at Regis?
Job Summary:
The Manager of Employee Relations and Employee Experience leads employee relations and post-onboarding engagement through a relationship-centered approach. This role manages employee relations concerns, early performance follow-up, supervisor coaching, employee recognition, workplace climate evaluation, and separation processes. The Manager serves as the primary point of contact for employee relations concerns, using restorative practices to foster trust, accountability, clarity, and belonging throughout the university community.The position partners closely with supervisors, HR colleagues, the Title IX Coordinator, and campus stakeholders to strengthen workplace climate, resolve concerns proactively, and ensure that employees feel supported from their first months at the university.
The ideal candidate is a collaborative and relationship-centered HR professional who approaches employee relations with a restorative mindset, emphasizing dialogue, learning, accountability, and growth. This individual brings a knowledge of employment laws and HR practices with a genuine interest in developing others through coaching, mentorship and partnership. The ideal candidate values continuous improvement, believes in the power of healthy communication, and is motivated by contributing to a community grounded in cura personalis.
Major Duties and Responsibilities:
Employee Relations & Restorative Practices
Lead employee relations using restorative practices focused on dialogue, accountability, and strengthening relationships.
Facilitate restorative conversations and conflict-resolution processes that help individuals and teams build trust, improve communication, and strengthen collaboration.
Provide coaching to supervisors on management practices, conflict navigation, performance feedback, and maintaining a healthy workplace climate.
Conduct thorough and objective employee relations assessments aligned with federal guidelines and university values.
Collaborate with Title IX, EEO, and other offices when concerns intersect with compliance processes.
Support employees and supervisors with clarity, empathy, and fairness as they navigate concerns or formal complaint pathways.
Training & Development Coordination
Assess early-stage development needs for employees and coordinate training opportunities using existing HR resources, internal expertise and campus partners.
Support delivery of practical learning tools, supervisor coaching guides and knowledge-sharing opportunities that reinforce expectations and restorative communication practices.
Develop and launch an internal mentor program that serves as a formal employee development pathway and promotes belonging, professional growth and campus connection. Coordinates the matching of mentors and mentees, create program materials, and monitor relationships to ensure positive experiences.
Track participation, evaluate effectiveness, and recommend enhancements to strengthen individual and departmental development.
Employee Appreciation & Recognition
Lead the development and coordination of campus-wide recognition initiatives that celebrate contributions and reinforce institutional values.
Partner with HR colleagues and university leaders to design equitable and meaningful programs that enhance belonging and morale.
Employee Experience Beyond Onboarding
Conduct 30-, 60-, 90-day, and 6-month check-ins to reinforce early success, address barriers proactively, and strengthen retention.
Track initial review and probationary periods, follow up with supervisors to support timely evaluations and assist with clarification on performance expectations before issues escalate.
Identify patterns and share insights with HR leadership to improve the employee experience and organizational climate.
Collaborate with Talent Acquisition to maintain alignment and continuity between onboarding, early performance expectations, and long-term engagement.
Offboarding, Separations & Transition Support
Lead the offboarding process to ensure a consistent, respectful, and supportive experience for departing employees and their supervisors.
Review exit interviews and surveys using structured data analysis to understand climate trends, team dynamics, and organizational themes.
Identify trends and present recommendations to HR leadership to improve retention and engagement.
Separation Administration
Process all separations in Workday, ensuring data accuracy, proper workflow completion and coordinated communication with Payroll, Benefits, IT and supervisors.
Manage unemployment claims, ensuring accurate information gathering from supervisors and timely submission.
Working Conditions:
This position has the opportunity for occasional remote work with a significant on-campus presence required.
Required Qualifications:
Bachelor’s degree in Human Resources, Organizational Development, Higher Education Administration, or a related field
3+ years of experience in employee relations, HR generalist work, or organizational development, including previous experience supporting or partnering with supervisors and leaders on employee relations matters.
Knowledge of key employment laws and regulations, including ADA, FMLA and Title VII.
Demonstrated experience facilitating conflict resolution or restorative dialogues.
Demonstrated ability to exercise sound judgement in complex, sensitive, or ambiguous employee relations situations.
Ability to analyze qualitative and quantitative employee experience data and translate findings into actionable recommendations.
Preferred Qualifications/ Nice-to-haves (Any of these would be helpful.)
Master’s degree in a related field
Certification or formal training in strengths-based or behavioral assessment tools (e.g., Strengths-based coaching frameworks, DiSC, or similar methodologies)
Experience in higher education or mission-driven organizations.
Experience designing and delivering training or professional development programs.
Special Instructions to Applicants:
Please submit a resume and cover letter with your application. References will be requested from finalists. Current employees, please submit an application with an updated cover letter and resume by logging into Workday. Click on the Jobs Hub Worklet to access the internal site.
This position will remain posted until filled, with a priority application deadline of February 3rd, 2026.
Regis University offers a broad range of benefits that includes:
Comprehensive group health insurance, including medical, dental, vision, disability and life insurance.
A generous tuition benefit for employees, spouses and dependents
Paid Mission leave to allow our employees to engage in acts of service or to have time for personal reflection.
The "Gift of Time" when Regis closes between Christmas Day and New Year's Day.
Options for flexible work arrangements based on position.
You can learn more about our benefits by clicking the links below.
25-26 Employee Benefits Summary 04.28.25 or
Pay Rate:
$70,000 - $75,000 / annually commensurate with qualificationsApplication Deadline: