Position SummaryThe Employee Relations (ER) team supports the organization by addressing workplace concerns fairly, consistently, and respectfully through strong intake, effective case resolution, and sound employment practices.
The Director, Employee Relations leads Amerit's Employee Relations function, setting the strategy, standards, and operating discipline for how the organization identifies, investigates, and resolves employee relations matters across a multi-site, field-based workforce. This role owns the ER team's highest-risk work, including EEOC and other agency charge response, and oversight of complex and sensitive workplace investigations. The Director serves as the primary connection point to Legal on employee relations matters and partners closely with the Director, People Business Partners and People Business Partners (PBPs) to ensure ER and PBP work in close alignment, with clear escalation discipline, on employee matters across the business.
The ideal candidate combines deep employee relations and labor relations expertise with strong people leadership skills, sound judgment under pressure, and the ability to build scalable, defensible ER practices in a fast-paced, multi-site operational environment.
Compensation:Competitive Pay -Paid weekly, every Friday! Salary Range: $155,000 - $175,000 base depending on experience with bonus potential.
The benefits of belonging 62 what9;s in it for you?
- Full benefits within 30 days
- Medical, dental, vision, prescription drug coverage, life insurance, disability insurance
- 401(k) match program
- Unlimited vacation, holidays, and sick time
- Commitment to your safety through boot and prescription safety glasses reimbursement
- Career and learning development with an extensive training program through our Amerit University
- Employee referral program, up to $500 bonus
- ASE certification program with fee reimbursement and bonus
- Employee recognition platform that includes opportunities to redeem points for merchandise
- Employee Assistance Program (EAP)
- 24/7 nurse triage line
- Employee discounts on cell phone service and entertainment tickets
- Employee resource groups (ERGs) that foster inclusion
Essential Duties & Responsibilities
Team Leadership & ER Function Management
- Lead, coach, and develop a team of 5, including a Senior Employee Relations Case Manager, Employee Relations Case Managers, and an ER Intake Coordinator.
- Set caseload standards, quality expectations, and escalation criteria across the ER team; ensure consistent, timely, and well-documented case resolution.
- Own ER tools, templates, playbooks, and case management systems; drive continuous improvement in intake, investigation, and documentation practices.
- Build team capability and bench strength through coaching, calibration, and knowledge-sharing across case managers.
Investigation Oversight & Case Management
- Provide oversight and quality assurance on complex, high-risk, and precedent-setting investigations led by the Senior Case Manager and Case Managers.
- Serve as the final escalation point for the ER team on the most sensitive matters, including those involving senior leaders, significant legal exposure, or reputational risk.
- Review and approve findings, recommendations, and documentation on the highest-risk matters to ensure consistency, sound judgment, and defensible outcomes.
- Partner with the Senior Employee Relations Case Manager to maintain investigation standards, case strategy, and coaching for the broader case manager team.
Legal & Cross-Functional Partnership
- Serve as the primary Employee Relations connection to Legal, routing matters appropriately and ensuring timely, well-prepared handoffs on litigation holds, subpoenas, and legal inquiries.
- Partner with Legal and outside counsel on separations, settlements, and other high-risk employment actions.
- Partner with Safety, Compliance, and business leaders on matters requiring coordinated response.
Partnership with People Business Partners
- Partner closely with the Director, People Business Partners to reinforce role clarity and escalation discipline between the PBP and ER functions.
- Ensure PBPs are equipped to identify, escalate, and partner on ER issues in a timely and consistent manner.
- Support leadership coaching on employee issues in alignment with ER guidance, balancing employee experience with risk mitigation and compliance.
Data, Reporting & Risk Management
- Track and report on ER case volume, trends, cycle time, and outcomes to the AVP, Employee Experience and other senior leaders.
- Identify systemic themes and risks across cases and recommend policy, training, or process improvements.
- Own Employee Relations policy content and ensure policies remain current, consistent, and legally compliant across jurisdictions.
Charge Response & Regulatory Matters
- Own the organization's response to EEOC charges and other administrative agency complaints (e.g., state fair employment agencies, DOL), partnering with Legal and outside counsel as needed.
- Ensure timely, well-documented, and legally sound positions statements and supporting documentation for all charges and claims.
- Track charge and claim trends; identify systemic risks and recommend policy, training, or process changes to reduce exposure.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree or JD a plus.
- 10+ years of progressive Human Resources experience, with significant depth in employee relations, workplace investigations, and labor relations.
- 5+ years of people leadership experience, including managing case managers or similar HR professionals.
- Demonstrated experience leading union avoidance strategy and responding to union organizing activity.
- Experience managing EEOC charges and other agency complaints, including direct partnership with Legal and outside counsel.
- Strong knowledge of federal, state, and local labor and employment law across multiple jurisdictions.
- Experience in multi-site, field-based, or operational workforce environments strongly preferred.
Skills & Competencies
- Exceptional judgment in high-risk, ambiguous, and sensitive situations.
- Proven ability to lead and develop a team of case managers, with strong coaching and calibration skills.
- Exceptional interpersonal and communication skills, with the ability to influence and advise senior leaders and Legal.
- Strong analytical skills, with the ability to identify trends and translate case data into risk insights and process improvements.
- Ability to manage highly sensitive and confidential information with discretion and integrity.
- Ability to thrive in a fast-paced, multi-site operational environment.
Preferred
- HR certification (SHRM-SCP, SPHR, or equivalent).
- Experience with HR case management platforms (e.g., AllVoices, EthicsPoint, Navex).
- Prior experience partnering directly with in-house or outside labor and employment counsel.
Key Competencies and Minimum Education
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