Job Summary

The Director of Employee Relations (ER) is responsible for leading the organization's employee relations strategy, with a primary focus on overseeing and conducting complex workplace investigations. This role also leads the organization's reasonable accommodation program, ensuring a consistent, compliant, and employee-centered approach to accommodations. The Director serves as a trusted advisor to senior leadership and partners closely with HR, Legal, Compliance, and business leaders to ensure fair, consistent, and legally compliant handling of employee concerns while fostering a positive workplace culture and mitigating organizational risk. The Director collaborates cross-functionally across Human Resources and business functions to deliver proactive ER strategies, effective investigations, and compliant accommodation practices that enhance both business outcomes and employee experience.

Key Responsibilities

Investigations Leadership

• Lead and oversee all internal workplace investigations (e.g., harassment, discrimination, retaliation, ethics violations, policy breaches)
• Conduct complex, high-risk, or executive-level investigations
• Ensure investigations are timely, thorough, impartial, and well-documented
• Provide findings, risk assessments, and recommendations to senior leadership
• Maintain investigation protocols and standards aligned with legal and regulatory requirements

Employee Relations Strategy & Consultation

• Develop and implement ER strategies, policies, and practices that foster a respectful and inclusive workplace
• Identify trends and root causes of employee concerns and recommend proactive solutions
• Partner with HR Business Partners and leaders on complex employee issues and conflict resolution
• Drive consistency in disciplinary actions and corrective measures across the organization

Accommodation Program Leadership

• Lead and oversee the organization's reasonable accommodation process (e.g., ADA, PWFA, religious accommodations, and related state/local requirements)
• Ensure a consistent, compliant, and timely interactive process across all functions and locations
• Provide guidance on complex or sensitive accommodation requests, including those involving medical restrictions, leave intersections, and return-to-work scenarios
• Partner with Legal, HR, and business leaders to assess undue hardship and organizational risk
• Oversee documentation, tracking, and reporting of accommodation requests and outcomes
• Develop policies, procedures, and training to ensure effective and equitable accommodation practices
• Monitor trends and recommend proactive solutions to improve accessibility and reduce risk

Risk Management & Compliance

• Ensure compliance with employment laws and regulations (e.g., EEO, ADA, FMLA, PWFA, and state/local laws)
• Partner with Legal on litigation risk and external agency matters (EEOC, DOL, etc.)
• Maintain documentation and reporting for audits and compliance requirements
• Mitigate legal and reputational risks through sound employee relations and accommodation practices

Leadership & Team Development

• Lead and develop a team of employee relations professionals and/or investigators (and accommodation specialists, if applicable)
• Establish performance goals, provide coaching, and build investigative and case management capabilities
• Create scalable processes, tools, and training for ER and accommodation case management

Stakeholder Partnership & Influence

• Serve as a trusted advisor to senior leadership and executives
• Collaborate with HR, Legal, Ethics/Compliance, and Security teams
• Support leadership in navigating sensitive employee relations and accommodation situations

Training & Workforce Enablement

• Design and deliver training on workplace conduct, investigations, accommodations, and conflict management
• Promote a speak-up culture and awareness of reporting channels and accommodation processes
• Implement preventative initiatives based on trends and organizational data

Data, Analytics & Reporting

• Track and analyze ER and accommodation metrics (case volume, types, timeliness, outcomes, trends)
• Provide insights and reporting to leadership
• Use data to guide strategic improvements, risk mitigation, and organizational effectiveness

Required Skills

• Expert investigative skills and sound judgment
• Deep knowledge of employee relations practices and the interactive accommodation process
• Strong knowledge of employment laws and regulatory requirements
• High emotional intelligence, discretion, and confidentiality
• Strong conflict resolution and mediation skills
• Excellent interpersonal and executive communication skills with ability to influence at all levels
• Advanced analytical and problem-solving capabilities
• Ability to manage multiple high-risk, sensitive, and complex situations simultaneously
• Proficiency in HR systems (Workday preferred) and Microsoft Office Suite (Excel, PowerPoint, Word).

Qualifications

Education:

Bachelor's degree in Human Resources, Business, or related field (Master's degree or JD preferred).

Experience:

• 8-12+ years of progressive HR/Employee Relations experience
• Significant experience conducting and managing workplace investigations
• Demonstrated experience managing or overseeing accommodation programs
• Strong knowledge of employment law, compliance, and regulatory frameworks
• Proven leadership and team management experience
• Experience in multi-state or complex organizational environments preferred

Certifications:

SHRM-CP, PHR, SHRM-SCP, SPHR preferred

Working Conditions:

Hybrid (Latham, NY) - combination of on-site and remote work with occasional business travel

Compensation Range: $148,000 - $166,500 annually

This role is eligible for a base salary within the posted range. Actual compensation will be determined based on a variety of factors, including skills, experience, and geographic location. Compensation may vary for positions based in high cost-of-labor markets.

The above is intended to describe the general contents and requirements of work being performed by people assigned to this classification. It is not intended to be construed as an exhaustive statement of all duties, responsibilities, or skills of personnel so classified