Role Summary

We are seeking an Employee Relations Specialist to strengthen frontline leadership capability, drive consistent employee relations practices, and help build a fair, respectful, high-performing workplace across our manufacturing operations.

This role sits at the intersection of People, employee relations, labor relations, policy execution, and day-to-day operational support. You will serve as a strategic partner to Group Leaders and Managers, helping them navigate employee concerns, provide coaching, engage in open-door interactions, resolve conflicts, and apply policies consistently and with sound judgment. You will also help identify trends, surface risks early, and support practical improvements that strengthen the employee experience and reduce workplace disruption.

This role is based onsite in Normal, IL. You will work closely with frontline leadership, People Business Partners, Labor Relations, Legal, EHS, and plant leaders, helping connect employee relations strategy to execution and supporting a scalable, disciplined operating model on the plant floor.

Responsibilities

Frontline Leadership Coaching & Support

• Serve as a day-to-day employee relations resource to Group Leaders and Managers on coaching, conduct concerns, open door interactions, and routine employee issues.
• Provide practical guidance on appropriate remedial actions, documentation, and next steps to support consistency, fairness, and sound decision-making.
• Coach leaders through difficult conversations and early-stage issue resolution, helping them address concerns clearly, respectfully, and in a timely way.
• Support leaders in balancing employee advocacy, operational needs, and policy expectations in a fast-moving manufacturing environment.

Conflict Resolution & Issue Management

• Support leaders in discussions to resolve workplace concerns quickly and constructively.
• Support leaders in mediating interpersonal and team-level conflicts in a way that preserves trust, reduces disruption, and supports production continuity.
• Assess employee concerns and help determine when issues can be resolved through coaching, mediation, or standard employee relations processes.
• Escalate more complex, sensitive, or high-risk matters appropriately in partnership with People and Labor Relations.

Policy Application, Compliance & Risk Mitigation

• Support leaders in interpreting and applying company policies, handbooks, and workplace expectations consistently across the plant floor.
• Provide guidance that helps maintain a compliant, respectful, non-union operating environment while reducing employee relations risk.
• Monitor recurring themes, conduct trends, and policy questions to identify areas where clearer guidance, stronger leader support, or process improvements are needed.
• Partner with People and business leaders to help strengthen consistency in employee relations practices across shifts, departments, and leader populations.

Engagement, Training & Culture Building

• Execute employee relations standard work that supports a positive, high-performing, and engaged workplace culture.
• Facilitate or support training for leaders on conflict management, policy application, workplace expectations, and employee relations best practices.
• Partner with leaders to support engagement initiatives, reinforce respectful workplace behaviors, and improve team health.
• Bring forward employee sentiment and on-the-ground insights to help leaders and People partners respond proactively.

Continuous Improvement & Operational Effectiveness

• Track employee relations patterns and leader support needs to help improve how issues are addressed, documented, and resolved.
• Recommend practical improvements, employee relations processes, leader resources, and communication approaches based on recurring themes.
• Help build repeatable practices that improve consistency, responsiveness, and confidence in employee relations support.
• Contribute to a disciplined, solutions-oriented employee relations operating model that supports both people and plant performance.

Qualifications

Required Qualifications

• Bachelor's degree in Human Resources, Business, or a related field, or equivalent practical experience.
• 3-5 years of experience in Human Resources, employee relations, or manufacturing support roles, ideally in a fast-paced manufacturing or automotive environment.
• Demonstrated experience supporting leaders on employee issues, policy interpretation, performance coaching, and conflict resolution.
• Strong interpersonal judgment and emotional intelligence, with the ability to navigate sensitive situations with professionalism, empathy, and discretion.
• Strong verbal and written communication skills, including the ability to coach leaders clearly and document issues effectively.
• Working knowledge of employment-related requirements and workplace compliance considerations, including areas such as FLSA, OSHA, and EEO.
• Ability to identify risks early, apply sound judgment, and recommend practical, balanced solutions in a dynamic plant environment.
• Proven ability to build trust with frontline leaders, employees, and cross-functional partners while maintaining consistency and credibility.
• Ability to work effectively across shifts, adapt to changing business needs, and support urgent employee relations matters as they arise.
• This position requires full availability for on-call duty, including support for night shifts and weekend hours as needed.

Preferred Qualifications

• Experience supporting hourly workforces and frontline leadership in an automotive, industrial, or other high-volume production environment.
• Experience facilitating mediation, open door conversations, or other early-stage employee relations interventions.
• Exposure to structured problem-solving, continuous improvement, or standard work practices in a plant setting.
• Experience partnering with Employee Relations, HR Business Partners, EHS, Legal, or operations leaders on workplace issues.
• Familiarity with maintaining a compliant non-union employee relations environment.

Pay Disclosure

The salary range for this role is USD 89,900 - 112,400 for applicants in Illinois, Michigan, and Atlanta. This is the lowest-to-highest salary we, in good faith, believe we would pay for this role at the time of this posting. An employee's position within the salary range will be based on several factors, including but not limited to specific competencies, relevant education, qualifications, certifications, experience, skills, geographic location, shift, and organizational needs.

The successful candidate may be eligible for an annual performance bonus and equity awards.

We offer a comprehensive package of benefits for full-time and part-time employees, their spouse or domestic partner, and children up to age 26, including but not limited to paid vacation, paid sick leave, and a competitive portfolio of insurance benefits, including life, medical, dental, vision, short-term disability insurance, and long-term disability insurance to eligible employees. You may also have the opportunity to participate in Rivian's 401(k) Plan and Employee Stock Purchase Program if you meet certain eligibility requirements. Full-time employee coverage is effective on their first day of employment. Part-time employee coverage is effective on the first of the month following 90 days of employment. More information about benefits is available at rivianbenefits.com.

You can apply for this role through careers.rivian.com (or through internal-careers-rivian.icims.com if you are a current employee). This job is not expected to be closed any sooner than July 31, 2026.