Director Employee Relations

Flagstar Bank•New York, NY

1d•$142,183 - $241,138•Onsite

About The Position

The Director - Employee Relations leads Flagstar’s Employee Relations function and serves as a trusted advisor to Human Resources, Legal, Risk partners and the enterprise on complex workplace matters. This role is responsible for establishing and executing the Bank’s employee relations strategy, ensuring consistent application of policies and practices, mitigating employment-related risk, and fostering a fair, respectful, and compliant workplace culture. The Director leads a team of Employee Relations professionals and provides expert guidance on investigations, performance management, workplace conduct, conflict resolution, accommodations, policy interpretation, and other employee relations matters. This role balances risk management with practical business solutions while supporting the Bank’s culture and strategic objectives; monitoring the effect of business decisions on people and advising executive management appropriately. This role is both hands-on and strategic in providing investigative and employee relations expertise as well as ensuring appropriate assessment of HR risk and compliance matters related to employee relations in the banking industry.

Requirements

Undergraduate Degree (4 years or equivalent) in Human Resources, Business Administration, Labor Relations, or related field.
10+ Years of progressive experience in employee relations, workplace investigations, employment law, labor relations, or related experience.
Includes 3 years of people management experience.
Expert knowledge of employee relations practices, workplace investigations, conflict resolution, and performance management.
Strong understanding of employment laws, regulatory requirements, and workplace risk mitigation within a regulated environment.
Understanding of HR legal compliance requirements and HR programs relative to support of business objectives required.
Demonstrated ability to lead, coach and develop high-performing teams while fostering accountability and continuous improvement.
Exceptional consulting, influencing and relationship-building skills with the ability to evffectively advise leaders at all levels, including executives.
Strong critical thinking, jusgmentm and decision-making slills with the ability to navigate complex and sensitive employee matters.
Excellent verbal, written, and interpersonal communication skills, including facilitation, presentation, and difficult conversation management.
Strong analytical and business acumen with the ability to identify trends, assess organizational risk, and develop practical, business-focused solutions.
Demonstrates a strong ability to build and maintain effective relationships with stakeholders by communicating clearly, engaging in proactive collaboration, and leveraging cross functional insights.
Aligns relationship building efforts with enterprise goals to accelerate performance and drive strategic results.
Builds trusted client relationships, whether internal or external, by identifying needs and delivering tailored solutions to enhance the overall client experience.
Fosters or supports a positive work culture and productive work environment, displaying importance of effective relationships with customers and stakeholders.

Nice To Haves

Master's Degree (or Postgraduate equivalent) in Human Resources, Industrial or Labor Relations, other related business function.
12+ years of progressive Employee relations, workplace investigation, employment law, labor relations, or related experience.
Included 5+ years of people management experience.
Professional certification from SHRM or HRCI preferred.

Responsibilities

Oversee complex investigation involving misconduct, harassment, discrimination, retaliation, ethics concerns, policy folations, workplace conflict, and high-rick employee matters.
Review findings and ensure consistency and quality of outcomes.
Lead and develop the Employee Relations team.
Establish operation standards, case management processes, governance, service deliver expectations, and strategic priorities for the function.
Develop resources, tools and standards, including employee counseling and engagement, documentation standards and practices, policy interpretation and application, performance management methodologies, investigations, and responses to other sensitive work-related issues.
Provide guidance and mentorship to team members in handling complex issues and communicate with senior leadership regarding progress of high-risk investigations.
Design, develop and implement ER strategy aligned with the Company's overall goals and values.
Develop, maintain, and interpret employee relations policies, procedures, and workplace standards.
Recommend policy enhancements and ensure consistent application across the enterprise.
Provides strategic oversight of ethics-related investigations in partnership with Enterprise Compliance, ensuring appropriate escalation, governance, and resolution of employee conduct matters.
Oversees employee relations and ethics case management systems, and prepares and presents quarterly reporting and significant HR case updates to the Audit Committee of the Board.
Analyze case trends, identify organizational risks, monter key metrics, and prepare executive-level reporting on employee relations activity and workplace trends.
Ensure capabilities to regularly report for HR Business Partners and senior leadership ER metrics and propose actionable insights to reduce overall risk in the organization.
Facilitate risk assessments regarding employee relations and compliance matters to identify and remediate risk.
Partner with Legal, Compliance, and Risk to identify and mitigate employment-related risks.
Support regulatory examinations, agency charges, audits, and ensure compliance with internal policies, cultural expectations, and employment laws.
Mitigate possible risks by staying updated on relevant legislation and proactively addressing ER risk issues.
Partner with HR Centers of Excellence, Legal, Compliance, Risk, and business leaders on culture, engagement, organizational change, workforce planning, and enterprise intitives.
Learning and Development to create training curriculum outlining best practices and performance improvement concepts in alignment with our company’s core values, practices, and processes.
Act as a partner and trusted advisor on complex organizational challenges and people-related solutions to increase employee engagement and develop performance strategies that enhance employee effectiveness, morale and retention.
Responsible for Departmental talent management functions including: employment, performance evaluations, staff development/training, disciplinary actions, succession planning and ensuring staff comply with compliance requirements.
Performs special projects, and additional duties and responsibilities as required.
Consistently adheres to regulatory and compliance policies and standards linked to the job as listed and complete required compliance trainings.
Accountable to maintain compliance with applicable federal, state and local laws and regulations.