Senior Employee Relations Partner

The Opportunity

The Senior Employee Relations Partner serves as a trusted advisor and subject matter expert on employee relations matters across a dynamic, highly regulated, and commercially driven environment. Reporting to the Associate Director, U.S. Employee Relations, this role independently manages a varied caseload from day-to-day employee relations matters to complex and higher risk investigations, assesses risk, and provides practical guidance to leaders.

Key Responsibilities

• Independently manage a varied employee relations caseload from intake through resolution, including employee complaints, workplace conflict, performance and conduct concerns, policy violations, harassment, discrimination, retaliation, and misconduct.
• Lead complex workplace investigations, including developing investigation strategy, conducting interviews, gathering and assessing evidence and credibility, determining findings, and developing practical, risk-informed recommendations.
• Prepare clear investigation reports and present findings, risk assessments, and recommended actions to HR and business leaders.
• Serve as a senior employee relations advisor to leaders across a dynamic, highly regulated organization, with significant support for corporate and sales-driven functions.
• Provide guidance on employee matters, including employee complaints and grievances, performance management, corrective action, workplace conduct, reductions in force, terminations, and leave and accommodation issues.
• Independently assess employee relations risk and provide practical, business-oriented recommendations that balance legal considerations, organizational risk, employee experience, and business objectives.
• Partner with leaders, HR Business Partners, Legal, Compliance, and other stakeholders on employment decisions and sensitive employee matters.
• Serve as point of contact for workplace accommodation requests and coordinate the ADA interactive process from intake through resolution.
• Partner with employees, managers, HR, and business leaders to ensure timely, meaningful engagement and to identify reasonable accommodations.
• Evaluate accommodation options, including potential leave-related solutions, and partner with Benefits, HR, and Legal as appropriate.
• Maintain accurate, confidential documentation, tracking, and case-management records for accommodation matters.
• Coach leaders and people managers on employee relations best practices, difficult employee conversations, performance management, corrective action, and complex workplace situations.
• Develop or support practice ER training, tools, playbooks, and manager resources to promote consistent decision-making and strengthen leader capability.
• Contribute to the continuous improvement of employee relations processes, workflows, tools, templates, and best practices.
• Maintain accurate case documentation, identify relevant trends, and share insights with ER and HR leadership.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Employee or Labor Relations, or a related field, or equivalent experience.
• 6-10 years of progressive Employee Relations experience, with demonstrated ability to independently manage a broad employee relations caseload, including complex workplace investigations and higher-risk employee matters.
• Experience supporting a multi-state U.S. workforce in a fast-paced corporate and/or sales driven environment.
• Demonstrated experience independently conducting complex workplace investigations involving discrimination, harassment, retaliation, misconduct, and other workplace concerns.
• Demonstrated expertise in workplace accommodations and the ADA interactive process, including independently evaluating requests and recommending reasonable accommodations.
• Strong knowledge of U.S. employment laws and demonstrated experience assessing ER risk and advising on performance management, corrective action, terminations, accommodations, and leave-related matters.
• Demonstrated judgment to independently resolve employee matters and recognize when escalation to ER leadership and/or Legal is appropriate.
• Strong written and verbal communication, analytical, investigation, and presentation skills, with the ability to influence leaders at multiple organizational levels.
• Ability to manage competing priorities and sensitive, confidential matters with limited supervision.

Preferred Qualifications

• Experience supporting national or multi-state sales organizations.
• Professional HR certification (SHRM-SCP, SHRM-CP, SPHR, or PHR).
• Experience in a highly regulated, high-growth, or rapidly evolving organization.