Corporate Director, Employee Relations

Emory Healthcare•Tucker, GA

2d•Hybrid

About The Position

The Corporate Director of Employee Relations leads Emory Healthcare’s Employee Relations function and serves on the broader People Leadership Team. The Director develops the Advice and Counsel Center as a high-performing, engaged, and collaborative team and establishes the strategy, standards, and service model for employee relations across the enterprise. Working closely with People Team leaders, HR Business Partners, the Office of General Counsel, and senior leaders, the Director resolves complex matters, reduces organizational risk, and promotes a fair and respectful workplace. The role calls for steady judgment, data-informed decision-making, and a focus on consistency, timeliness, and quality. The Director ensures the function supports Emory Healthcare’s mission, values, and workforce priorities. This hybrid position is based in Atlanta, Georgia, with time split between remote work and the office. Travel may be required less than 10% of the time.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least 10 years of progressive human resources experience, including at least 7 years focused on employee relations, labor relations, or employment practices.
At least 5 years of people leadership experience, including building, leading, and developing a team of HR or employee relations professionals.
Demonstrated experience conducting and overseeing complex, sensitive workplace investigations, including matters involving senior leaders.
Experience managing employee relations in a large, complex, multi-site organization.

Nice To Haves

Juris Doctor (JD) or master’s degree in Human Resources, Business, Labor Relations, or a related field (highly preferred).
SHRM-SCP or SPHR certification.
Workplace investigations certification, such as the Association of Workplace Investigators (AWI) certificate.
Healthcare or academic medical center experience.
Experience leading employee relations through significant organizational change, such as restructures, reductions in force, mergers, or integrations.
Experience in both union-free and represented environments, including advising leaders during organizing activity.
Experience building an employee relations function, including case management technology, standard operating procedures, and metrics.
Extensive knowledge of federal, state, and local employment laws, including Title VII, ADA, ADEA, FMLA, FLSA, NLRA, and WARN, and their application in a healthcare setting.
Ability to build and lead high-performing teams by setting high standards, developing talent, giving direct feedback, and holding people accountable with care.
Enterprise mindset and commitment to the People Team, including willingness to put shared organizational goals ahead of functional priorities.
Sound judgment and composure in high-stakes, emotionally charged situations, with commitment to confidentiality, fairness, and consistency.
Executive presence and ability to influence senior leaders and deliver difficult messages credibly.
Exceptional written and verbal communication skills, including clear investigation reports and leader guidance.
Strong analytical skills and ability to turn case data into insights and action.
Change leadership skills and comfort leading through ambiguity, competing priorities, and a fast pace.
Growth mindset and commitment to continuous learning for self and team.

Responsibilities

Develop and execute a multi-year Employee Relations strategy aligned with the People Team strategy and Emory Healthcare’s mission and goals.
Design and maintain a scalable service model with clear intake, triage, case ownership, and escalation paths across hospitals, clinics, and corporate functions.
Build, lead, and develop the Advice and Counsel Center team; hire talent, set goals and expectations, coach employees, address performance, and create development paths and succession plans.
Create a team culture of accountability, collaboration, and care.
Serve as an engaged member of the People Leadership Team and align Employee Relations work with HR Business Partners, Talent Acquisition, Total Rewards, Learning, and HR Operations.
Oversee and personally lead the most complex and sensitive investigations, including matters involving senior leaders, harassment, discrimination, retaliation, and workplace violence.
Set investigation standards, tools, and quality reviews to ensure investigations are thorough, timely, well documented, and defensible.
Advise senior leaders and HR Business Partners on performance management, corrective action, terminations, accommodations, leaves, and other complex employee matters.
Recommend practical, people-centered solutions that balance fairness, business needs, and risk.
Lead Employee Relations efforts through restructures, reductions in force, integrations, and other organizational changes, including partnership on selection decisions, adverse impact review, WARN requirements, severance, and communications.
Own the development, review, and consistent application of employment policies and procedures; monitor employment law changes and provide usable guidance.
Partner with the Office of General Counsel and outside counsel on agency charges, government inquiries, position statements, litigation support, and settlement discussions.
Manage relationships with outside counsel and regulatory agencies on employee relations matters.
Monitor the labor relations environment, advise leaders on National Labor Relations Act rights and obligations, and maintain readiness plans and leader education related to union organizing activity.
Own Employee Relations case management and reporting; track case volume, type, cycle time, outcomes, and repeat issues, identify trends, and deliver data-informed recommendations to People Team and executive leaders.
Design and deliver training for leaders and HR team members on employee relations fundamentals, documentation, respectful workplace expectations, and difficult conversations.
Use trend data to promote early intervention and prevention.
Partner with engagement and culture efforts to strengthen employee listening channels, including open-door conversations, hotline reports, and exit feedback; ensure concerns are addressed and used to improve the employee experience.
Improve Employee Relations processes and technology, including case management systems and appropriate automation, to increase efficiency, consistency, and service quality.
Perform additional duties as assigned.