Director, Employee Relations, Compliance, Policy,

McAfee•Frisco, TX

2d•Hybrid

About The Position

The Director, Employee Relations, Compliance, & Policy will play a critical role in fostering a fair, compliant, and high-trust workplace. This role leads core employee relations and compliance activities, supports pragmatic policy development, and drives consistent people processes and centralized planning across the organization. The ideal candidate brings strong judgment, operational discipline, and a service-oriented mindset, balancing employee advocacy with business needs. This is a Hybrid position located in our Frisco, TX office. We value in-office collaboration and meaningful interactions, so expect that you will be able to be in the office on a regular basis according to team needs. When you are not working on-site, you will be working from your home office. We are only considering candidates within a commutable distance to the Frisco, TX office and are not offering relocation assistance at this time.

Requirements

8–12+ years (we'd love more!) of progressive HR experience, with expertise in Employee Relations and employment compliance operations
Strong working knowledge of US employment law; global experience is a plus
Demonstrated experience managing sensitive issues with discretion, empathy, and sound judgment
Experience building or refining HR and ER processes and operating models
Comfortable operating in fast‑moving, ambiguous environment with senior stakeholders
Sound Judgment & Integrity – Trusted advisor on sensitive employee and compliance matters
Employee Relations Expertise – Practical, balanced, and outcomes‑oriented approach to ER
Process & Planning Orientation – Brings structure, consistency, and foresight to people operations
Influence & Communication – Clear, calm, and credible communicator with leaders at all levels
Collaboration – Strong partner to HRBPs, Legal, and business leaders

Responsibilities

Serve as primary escalation point for complex and high‑risk employee relations (ER) matters, including investigations, performance concerns, workplace conflict resolution, workforce changes (including separations and terminations), leaves, and sensitive manager and employee situations
Own and evolve ER strategy, frameworks, and guardrails to ensure consistent, timely, and values‑aligned decision‑making across regions and functions
Partner closely with People Business Partners, Legal, executive leaders, and Benefits to ensure ER matters are managed consistently, promptly, and in alignment with company policies and values
Analyze ER trends and insights to recommend proactive interventions, leader training, policy enhancements, and systemic improvements that address root causes
Lead audits, regulatory inquiries, and internal reviews related to HR practices
Translate regulatory requirements into clear, practical guidance and operational standards for leaders and HR teams
Ensure compliance with employment laws and regulations across jurisdictions, partnering closely with Legal and other stakeholders as needed
Provide ongoing guidance on employment compliance to leaders and HR partners
Lead immigration compliance, ensuring approaches are strategic, legally sound, and supportive of employees throughout the immigration lifecycle
Direct, advise, and oversee team members responsible for compliance, immigration, and risk management activities
Identify and drive automation and process‑simplification opportunities to improve efficiency and consistency
Design, implement, and continuously improve core people processes (ER intake, investigations, compliance reviews, workforce changes)
Lead centralized planning efforts related to ER capacity, compliance calendars, and reporting cadences
Establish enterprise‑wide playbooks, templates, and tools that drive consistency, efficiency, and confidence across HR and People Partner teams globally
Scale existing approaches to support company growth while maintaining strong compliance and operational discipline
Define, analyze, and report on ER and compliance metrics to identify patterns, risks, and opportunities for improvement
Use data and insights to inform executive decision‑making, workforce strategy, and people initiatives
Enable leaders and HR partners through guidance, training, and tools that strengthen decision‑making capability and effectiveness
Contribute to broader HR initiatives where strong process rigor, planning, and operational leadership are required
Own and maintain defined portfolio of people policies, ensuring they are current, clearly written, and scalable
Partner with Legal and People Success leaders to align policies with company culture, values, and risk posture
Design policies with a strong focus on clarity, usability, and practicality, enabling informed decision‑making and minimizing friction