Director, Employee Relations & Compliance

Conair•Stamford, CT

3d•Hybrid

About The Position

The Director, Employee Relations & Compliance leads Conair’s employee relations and HR compliance strategy to support a fair, consistent, compliant, and high-performing workplace. The role is a trusted advisor to HR and business leaders on complex employee matters, investigations, policy interpretation, performance and conduct issues, and employment-related risk. It combines strategic leadership with hands-on expertise to build scalable employee relations practices, strengthen HR governance, identify trends and emerging risks, and equip HR and leaders to address employee issues effectively. The Director leads employee relations standards and practices; serves as the senior HR escalation point for complex or high-risk matters; oversees sensitive investigations; and owns key HR compliance practices in partnership with Legal. The position also leads policy development and governance, establishes ER analytics and reporting, and builds manager and HRBP capability through coaching and training. The position follows Conair’s hybrid work model, with on-site work at the Stamford, Connecticut office Monday through Thursday and remote work available on Fridays. It is performed in a professional office environment and involves prolonged sitting, computer work, and use of standard office equipment. Conair is an international designer, manufacturer, and marketer of personal care and small kitchen appliances, cookware, hairbrushes and accessories, cosmetic bags, and travel accessories. Its brands include CONAIR, Cuisinart, BabylissPRO, Scünci, TRAVELSMART by CONAIR, and Waring. Its products are sold in over 120 countries.

Requirements

Bachelor’s degree in human resources, business, employment relations, or a related field.
7–10 years of progressive HR experience, with significant depth in employee relations, investigations, and employment compliance.
Legally authorized to work in the United States without requiring employment visa sponsorship now or in the future.
Experience managing complex and sensitive workplace investigations and high-risk employee matters.
Strong working knowledge of U.S. employment laws and regulations, including Title VII, ADA, ADEA, FMLA, FLSA, and state employment requirements.
Demonstrated ability to advise senior leaders and influence decisions while balancing legal risk, business considerations, employee experience, and organizational precedent.
Strong analytical skills and ability to identify patterns and translate ER data into actionable business insights.
Excellent judgment, discretion, executive presence, and communication skills.

Nice To Haves

Advanced degree preferred.
Experience within a multi-state organization strongly preferred.
SHRM-SCP, SPHR, or similar HR certification preferred.

Responsibilities

Lead the company’s employee relations strategy, standards, and practices to promote consistency, fairness, accountability, and sound business decisions.
Serve as the senior HR escalation point for complex or high-risk employee relations matters.
Advise HRBPs and business leaders on performance management, misconduct, disciplinary action, workplace conflict, accommodations, employee complaints, and involuntary separations.
Coach HR and leaders through difficult employee situations, balancing employee experience, business needs, precedent, and organizational risk.
Build partnerships with HRBPs, Legal, leadership, and other HR Centers of Excellence.
Lead or oversee sensitive workplace investigations involving allegations such as harassment, discrimination, retaliation, misconduct, policy violations, or other employee concerns.
Establish consistent investigation standards covering intake, risk assessment, planning, interviews, findings, corrective actions, documentation, closure, and record retention.
Ensure investigations are objective, timely, thorough, well documented, and handled with appropriate confidentiality.
Review investigation findings and recommendations with senior HR and business leadership as appropriate.
Own key HR compliance practices and partner with Legal to ensure adherence to applicable federal, state, and local employment laws and regulations.
Monitor employment legislation changes and translate requirements into practical HR policies, processes, training, and communications.
Develop documentation standards and audit practices to reduce organizational risk and strengthen HR governance.
Partner with HR leadership to identify recurring issues proactively and address root causes.
Lead the development, review, interpretation, and consistent application of employment policies and HR standards.
Ensure policies balance legal requirements, business needs, employee experience, and practical implementation.
Partner with HRBPs to promote consistent application of policies and employment practices across functions and locations.
Identify opportunities to simplify policies and processes while maintaining appropriate organizational safeguards.
Establish ER metrics and dashboards to track case volume, type, severity, investigation timelines, outcomes, repeat issues, and organizational trends.
Analyze ER data to identify emerging risks, leadership or organizational themes, and opportunities for proactive intervention.
Present insights and recommendations to senior HR leadership and use data to measure effectiveness and improve ER practices.
Build HRBP and manager capability in employee relations, performance management, documentation, difficult conversations, investigations, and policy application.
Design and facilitate training on employee relations, workplace conduct, investigations, compliance, and risk management.
Promote a culture in which leaders address performance and workplace issues early, directly, fairly, and consistently.