Director of Employee Relations

Beacon Specialized Living•Princeton, NJ

3d•Remote

About The Position

The Director of Employee Relations (ER) is responsible for overseeing the employee relations function across the organization. This role ensures fair, consistent, and compliant employment practices while supporting a positive workplace culture. The Director provides strategic direction, leads ER teams, oversees complex case management, and partners closely with People Operations and business leaders to mitigate risk and strengthen leader capability. The Director serves as the organization's subject-matter expert on employee relations, workplace investigations, and HR policy governance.

Requirements

5+ years’ experience of progressive HR or employee relations experience.

Nice To Haves

Bachelor's degree in Human Resources, Organizational Development or related field preferred.

Responsibilities

Establish frameworks, standards, and guidelines for ER investigations, documentation, performance management, and conflict resolution.
Provide guidance to HR Business Partners and leaders on ER matters, risk mitigation, and culturally aligned decision-making.
Monitor trends, identify root causes, and recommend systemic improvements to strengthen engagement and reduce ER issues.
Oversee the full lifecycle of employee relations investigations, including conduct, performance, discrimination, and policy violations.
Provide direct oversight and consultation for high risk, sensitive, or precedent setting cases.
Own and maintain HR and workplace policies, ensuring alignment with organizational values and legal requirements.
Partner with People Operations to ensure compliance with federal, state, and local employment laws.
Stay informed on evolving employment legislation and lead policy updates or organizational readiness efforts.
Champion a culture of respect, accountability, inclusion, and open communication.
Work with the Vice President of ER to develop tools, resources, and training to strengthen HRBP capability in handling ER issues.
Conduct root-cause analyses to identify organizational patterns and recommend enhancements to leadership practices, policy clarity, and workplace culture.
Lead and develop a team of HR Business Partners.
Set team goals, service-level standards, and quality expectations.