Principal Employee Relations Specialist

About the Role

The Principal Employee Relations Specialist serves as a senior, trusted advisor to leaders, managers, Human Resources partners, and employees across U.S. Field Sales and Canada. This role provides strategic and hands-on guidance on complex employee relations matters, including workplace investigations, performance and conduct concerns, organizational change, policy interpretation, accommodations and leave-related coordination, and risk mitigation.

Responsibilities

• Advise Field Sales and Canada leaders and HR partners on complex, sensitive, and high-risk employee matters, providing practical options and clear recommendations aligned with policy, law, and business objectives.
• Lead impartial investigations into allegations involving discrimination, harassment, retaliation, workplace conduct, conflicts of interest, policy violations, leadership behavior, and other employee concerns; prepare clear findings and recommendations.
• Guide leaders through coaching, corrective action, performance improvement, attendance concerns, and employment decisions, ensuring expectations and documentation are clear, fair, and consistent.
• Deliver responsive support to a geographically dispersed, customer-facing workforce, considering sales cycles, incentive structures, territory dynamics, travel, remote work, and the operational realities of field-based teams.
• Partner with Canadian HR and Legal resources to address employee relations matters in accordance with federal and provincial requirements, local practices, and language or consultation needs.
• Support restructurings, role changes, workforce transitions, and other business transformations by identifying employee relations risks and advising on consistent, respectful implementation.
• Identify legal, regulatory, reputational, employee-experience, and business-continuity risks; engage Employment Legal, Compliance, Security, Ethics, Leave and Accommodation, and other partners when appropriate.
• Maintain timely, accurate, and confidential case records; monitor milestones, trends, aging, and outcomes; and ensure appropriate closure and follow-up.
• Interpret and apply policies consistently, identify gaps or recurring issues, and recommend practical improvements to employee relations processes, tools, and manager resources.
• Coach leaders on early intervention, effective documentation, respectful communication, conflict resolution, and accountability; develop and facilitate training or guidance as needed.
• Analyze employee relations themes and case data to identify root causes, emerging risks, and opportunities for proactive intervention; present actionable insights to HR and business leadership.
• Lead or contribute to enterprise and regional initiatives that strengthen employee relations governance, consistency, and organizational effectiveness.

Must Have: Minimum Requirements

• Bachelor's degree in Human Resources, Business, Industrial/Labor Relations, Employment Law, or a related field, or an equivalent combination of education and relevant experience
• 7+ years of progressive Human Resources or Employee Relations experience, including significant responsibility for complex investigations and senior-level advisory work
• Or, advanced degree and 5+ years of experience

Nice to Have

• Demonstrated knowledge of U.S. employment practices, handling of legally directed matters, ability to recognize when country-, province-, or jurisdiction-specific guidance is required.
• Proven ability to conduct fair, thorough, and timely investigations; assess credibility and evidence; and produce well-reasoned findings and recommendations.
• Experience advising leaders on performance management, corrective action, policy interpretation, workplace conflict, organizational change, and employment-risk matters.
• Strong written and verbal communication skills, including the ability to explain complex or sensitive issues clearly to employees, leaders, HR partners, and counsel.
• Sound judgment, discretion, and a demonstrated ability to manage confidential information and competing priorities in a fast-paced environment.
• Ability to work independently across time zones and with geographically dispersed teams.
• Experience supporting a field sales, commercial, medical technology, healthcare, pharmaceutical, or similarly regulated organization.
• Experience with incentive compensation, sales conduct, territory, customer-interaction, or field-force employee relations matters.
• Advanced degree or professional certification such as SHRM-SCP, SPHR, CPHR, or an investigation-related credential.
• Experience working within a global or matrixed Employee Relations operating model and partnering with Centers of Expertise, HR Business Partners, Legal, Compliance, and business leadership.
• French-language capability is an asset for supporting Canada.
• Experience using case management systems and translating employee relations data into leadership insights.

Core Competencies

• Strategic judgment and risk-based decision-making
• Investigative rigor, objectivity, and attention to detail
• Executive presence and trusted-advisor capability
• Empathy, neutrality, and cultural awareness
• Influence without direct authority
• Courageous, respectful communication
• Operational discipline and accountability
• Adaptability in a complex, changing environment

Work Environment and Travel

This role operates in a hybrid or remote environment and regularly collaborates with employees and leaders across U.S. and Canadian time zones. Travel may be required up to 20% to support investigations, partnership with client groups, leadership meetings, training, or business needs. Availability outside standard business hours may be necessary for urgent or time-sensitive matters.