Employee Relations Manager

Role Overview

Remote Employee Relations Manager supporting leaders and team members across an assigned portfolio. Reporting to a Regional Employee Relations Director, you apply established policies and employment law to resolve day-to-day people issues and deliver consistent, legally sound outcomes.

Responsibilities

• Act as the primary Employee Relations (ER) point of contact for assigned properties and business units.
• Advise on ER matters including performance management, conduct, attendance, and workplace conflict.
• Conduct thorough, objective, timely investigations, document findings, and recommend resolutions aligned with policy and applicable law.
• Interpret and apply the Team Member Handbook, HR policies, and employment law; escalate novel/high-risk matters to the Regional ER Director.
• Coach frontline and mid-level leaders on performance management, corrective action, and documentation best practices.
• Review and coach managers on ER-related communications (e.g., disciplinary notices, improvement plans, and documentation).
• Stay current on federal, state, and local employment law across assigned multi-state geographies.
• Support EEOC position statements and related documentation with the Regional ER Director and, when needed, legal counsel.
• Monitor and triage the ER intake queue; route requests outside scope to appropriate ER/People & Culture team members.
• Collaborate with ER colleagues, HRBPs, Legal, and SMEs to deliver integrated people solutions and share best practices.
• Identify recurring ER themes and provide recommendations for training, process improvements, or policy updates.
• Complete ER reporting and analyses; maintain accurate and confidential personnel and legal records.

Requirements

• Ability to apply employment law and company ER/HR policies to practical day-to-day people issues.
• Experience conducting and documenting workplace investigations and recommending legally sound resolutions.
• Ability to coach leaders on performance management and corrective action processes and documentation.
• Knowledge of EEOC and the preparation of related statements/documentation.

Nice-to-Haves

• Familiarity with multi-state employment law coverage and monitoring legislative/regulatory developments.