Director, People Relations

Amerit Fleet Solutions•Remote, KS

5d•$155,000 - $175,000

About The Position

Amerit Fleet Solutions is seeking a Director of Employee Relations to lead its Employee Relations function in a fast-paced, multi-site, field-based environment. The Director sets strategy, standards, and operating discipline for identifying, investigating, and resolving employee relations matters. The role owns the team’s highest-risk work, including EEOC and other agency charge responses and oversight of complex, sensitive investigations. It is the primary Employee Relations connection to Legal and partners closely with the Director of People Business Partners and People Business Partners to align ER and PBP work and maintain clear escalation practices. The Director leads and develops a team of five, establishes caseload and quality standards, oversees complex investigations, and owns ER tools, policies, templates, playbooks, and case management systems. The role partners with Legal, outside counsel, Safety, Compliance, business leaders, and PBPs; manages agency charge responses; reports case trends and risks to senior leaders; and recommends policy, training, and process improvements. The role requires a bachelor’s degree in Human Resources, Business Administration, or a related field, at least 10 years of progressive HR experience with significant employee relations, investigations, and labor relations expertise, and at least five years of people leadership experience. Compensation is a base salary of $155,000–$175,000 depending on experience, with bonus potential. The position includes benefits such as medical, dental, vision, and prescription coverage, retirement matching, paid time off, and learning and development programs.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least 10 years of progressive Human Resources experience, with significant depth in employee relations, workplace investigations, and labor relations.
At least five years of people leadership experience, including managing case managers or similar HR professionals.
Demonstrated experience leading union avoidance strategy and responding to union organizing activity.
Experience managing EEOC charges and other agency complaints, including direct partnership with Legal and outside counsel.
Strong knowledge of federal, state, and local labor and employment law across multiple jurisdictions.
Exceptional judgment in high-risk, ambiguous, and sensitive situations.
Proven ability to lead and develop case managers, including strong coaching and calibration skills.
Strong interpersonal and communication skills, with the ability to influence and advise senior leaders and Legal.
Strong analytical skills, including identifying trends and turning case data into risk insights and process improvements.
Ability to handle highly sensitive and confidential information with discretion and integrity.
Ability to thrive in a fast-paced, multi-site operational environment.

Nice To Haves

Advanced degree or JD.
Experience in multi-site, field-based, or operational workforce environments.
HR certification such as SHRM-SCP, SPHR, or equivalent.
Experience with HR case management platforms such as AllVoices, EthicsPoint, or Navex.
Prior experience partnering directly with in-house or outside labor and employment counsel.

Responsibilities

Lead, coach, and develop a team of five, including a Senior Employee Relations Case Manager, Employee Relations Case Managers, and an ER Intake Coordinator.
Set ER caseload standards, quality expectations, and escalation criteria; ensure cases are resolved consistently, promptly, and with appropriate documentation.
Own ER tools, templates, playbooks, and case management systems, and continuously improve intake, investigation, and documentation practices.
Build case-manager capability and bench strength through coaching, calibration, and knowledge-sharing.
Oversee complex, high-risk, and precedent-setting investigations and serve as the final ER escalation point for the most sensitive matters.
Review and approve findings, recommendations, and documentation for the highest-risk matters.
Partner with the Senior Employee Relations Case Manager on investigation standards, case strategy, and coaching for the case manager team.
Serve as the primary ER connection to Legal; route matters appropriately and coordinate timely, prepared handoffs concerning litigation holds, subpoenas, and legal inquiries.
Partner with Legal and outside counsel on separations, settlements, and other high-risk employment actions.
Coordinate with Safety, Compliance, and business leaders on matters requiring a joint response.
Partner with the Director of People Business Partners to reinforce role clarity and escalation discipline between PBP and ER functions.
Equip PBPs to identify, escalate, and partner on ER issues consistently and promptly.
Support leadership coaching on employee issues in alignment with ER guidance, balancing employee experience, risk mitigation, and compliance.
Track and report ER case volume, trends, cycle time, and outcomes to the AVP, Employee Experience, and other senior leaders.
Identify systemic themes and risks across cases and recommend policy, training, or process improvements.
Own Employee Relations policy content and keep policies current, consistent, and legally compliant across jurisdictions.
Own responses to EEOC charges and other administrative agency complaints, partnering with Legal and outside counsel as needed.
Ensure timely, well-documented, legally sound position statements and supporting documentation for charges and claims.
Track charge and claim trends and recommend changes to reduce exposure.

Benefits

Medical, dental, vision, and prescription drug coverage.
Life insurance and disability insurance.
401(k) match program.
Unlimited vacation, holidays, and sick time.
Boot and prescription safety glasses reimbursement.
Career and learning development through an extensive training program at Amerit University.
Employee referral program with bonuses up to $500.
ASE certification program with fee reimbursement and bonus.
Employee recognition platform with points redeemable for merchandise.
Employee Assistance Program (EAP).
24/7 nurse triage line.
Employee discounts on cell phone service and entertainment tickets.
Employee resource groups that foster inclusion.
Competitive base pay of $155,000–$175,000 depending on experience, with bonus potential.
Benefits available within 30 days.
Weekly pay.