Corporate Director, Employee Relations

Emory•Atlanta, GA

1d•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 builds and develops the Advice and Counsel Center, establishes the strategy and service model for employee relations across the enterprise, and partners with People Team leaders, HR Business Partners, the Office of General Counsel, and senior leaders to resolve complex matters, reduce organizational risk, and promote fair and respectful treatment of employees. The role calls for steady judgment, data-informed decision-making, and a focus on consistency, timeliness, and quality in support of Emory Healthcare’s mission, values, and workforce priorities. The Director develops and executes a multi-year Employee Relations strategy and a scalable service model with clear intake, triage, case ownership, and escalation paths. The role builds and leads a high-performing team, oversees and personally conducts the most complex and sensitive investigations, and advises senior leaders and HR Business Partners on complex employee matters. The Director also leads employee relations through organizational changes, owns employment policies and procedures, partners with counsel on legal and agency matters, and maintains labor-relations readiness. The Director oversees Employee Relations case management, reporting, and trend analysis; delivers recommendations to People and executive leaders; and develops training and prevention efforts. The role partners on employee listening and experience initiatives and continuously improves processes and technology, including case management systems and appropriate automation. Travel of less than 10% may be required. This is a hybrid role, splitting time between remote work and the office.

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.
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, set high standards, develop talent, give direct feedback, and hold people accountable with care.
Enterprise mindset and commitment to shared People Team and organizational goals.
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 preparing clear investigation reports and leader guidance.
Strong analytical skills and ability to translate 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.

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.

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; set goals and expectations, coach employees, address performance, and create development and succession plans.
Foster a team culture of accountability, collaboration, and care.
Serve on 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 complex and sensitive investigations, including matters involving senior leaders, harassment, discrimination, retaliation, and workplace violence.
Set investigation standards, tools, and quality review practices to support thorough, timely, well-documented, and defensible findings.
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 support for restructures, reductions in force, integrations, and other organizational changes, including selection decisions, adverse impact review, WARN requirements, severance, and communications planning.
Own the development, review, and consistent application of employment policies and procedures; monitor changes in employment law and translate them into 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 counsel and regulatory agencies.
Monitor the labor relations environment, advise leaders on rights and obligations under the National Labor Relations Act, 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 regular recommendations to People 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 employee experience.
Lead ongoing improvements to Employee Relations processes and technology, including case management systems and appropriate automation.
Perform additional duties as assigned.
Travel less than 10% of the time, as required.