Job Summary:
The Manager, Employee Relations reports to the Vice President, Human Resources Business Partner and serves as a primary resource for employee relations matters across the organization. The role provides management oversight for Employee Relations and supports the effective administration of Leave of Absence and Workers' Compensation programs. The Manager, Employee Relations is responsible for managing complex employee relations matters, conducting and overseeing workplace investigations, advising leaders on employment-related decisions, mitigating organizational risk, and promoting a positive employee experience. The Manager is responsible for personally managing complex employee relations matters while providing day-to-day leadership, guidance, and support for assigned team members and programs. This position partners closely with operational leaders, Human Resources, Legal, Compliance, and other key stakeholders to address workforce challenges, resolve employee concerns, support organizational objectives, and ensure consistent application of policies and employment practices. The Manager is expected to exercise sound judgment, discretion, and employee relations expertise while independently managing sensitive and confidential matters. The role supports initiatives that foster accountability, engagement, respect, and compliance throughout the organization.
Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for the job. Duties, responsibilities, and activities may change at any time with or without notice.
Education:
Required:
Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Leadership, or related field.
Preferred:
Master's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or related field.
An equivalent combination of education, professional certifications, and extensive directly related Employee Relations experience may be considered in lieu of educational requirements, where appropriate. Such consideration does not waive or substitute for the required Employee Relations experience outlined above.
Experience:
Required:
- Minimum of five (5) years of progressive Employee Relations experience with significant responsibility for workplace investigations, employee relations consultation, conflict resolution, corrective action guidance, and employment-related risk mitigation.
- Demonstrated expertise conducting investigations involving harassment, discrimination, retaliation, misconduct, policy violations, workplace conflict, and other sensitive employment matters.
- Significant experience advising leaders on corrective action, performance management, conflict resolution, employee conduct, workplace accommodations, and employment-related decision making.
- Strong knowledge of federal and state employment laws and regulations, including FMLA, ADA, PWFA, USERRA, FLSA, and other applicable employment laws.
- Experience developing and implementing employee relations programs, case management processes, reporting mechanisms, and compliance practices.
- Proven ability to independently manage highly sensitive and confidential matters while exercising sound judgment and discretion.
- Strong consultation, communication, mediation, influencing, presentation, and relationship management skills.
- Experience providing leadership, coaching, and development to employee relations, leave administration, or related human resources professionals.
Employee Relations experience must represent a significant portion of the candidate's professional responsibilities and include independent management of complex employee relations matters. General Human Resources experience alone
Preferred:
- Seven (7) or more years of Employee Relations experience.
- Experience within a healthcare system, hospital, academic medical center, or other highly regulated environment.
- Experience responding to EEOC, Department of Labor, state agency investigations, audits, employment-related litigation matters, or outside counsel inquiries.
Position Requirement(s): License/Certification/Registration
Required:
Valid driver's license and the ability to travel locally between Erlanger facilities and affiliated locations
as needed to support employee relations, workplace investigations, leader consultations, meetings,
and other business needs.
Preferred:
Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent.
Department Position Summary:
The Manager, Employee Relations reports to the Vice President, Human Resources Business Partner and serves as a primary resource for employee relations matters across the organization. The role provides management oversight for Employee Relations and supports the effective administration of Leave of Absence and Workers' Compensation programs. The Manager, Employee Relations is responsible for managing complex employee relations matters, conducting and overseeing workplace investigations, advising leaders on employment-related decisions, mitigating organizational risk, and promoting a positive employee experience. The Manager is responsible for personally managing complex employee relations matters while providing day-to-day leadership, guidance, and support for assigned team members and programs. This position partners closely with operational leaders, Human Resources, Legal, Compliance, and other key stakeholders to address workforce challenges, resolve employee concerns, support organizational objectives, and ensure consistent application of policies and employment practices. The Manager is expected to exercise sound judgment, discretion, and employee relations expertise while independently managing sensitive and confidential matters. The role supports initiatives that foster accountability, engagement, respect, and compliance throughout the organization.
