Director of Employee Relations | Camden Corporate Office

Camden•Houston, TX

1d•Onsite

About The Position

The Director of Employee Relations leads Camden’s employee relations function and team, providing strategic direction and oversight across the organization. The role manages complex and sensitive employment matters, advises leaders and employees on policy application, oversees investigations and employment-related claims, and supports compliance with applicable federal, state, and local employment laws. It partners with Human Resources, business leaders, internal stakeholders, and counsel to identify and mitigate employment risk, strengthen organizational practices, and promote fair and consistent treatment of employees. The position operates independently and requires sound judgment consistent with Camden’s policies, legal requirements, and values. The role also develops employee relations strategies, programs, training, tools, and guidance; analyzes workforce and case data; and advises on employment matters during organizational changes. Work takes place in a typical office setting and may involve periodic automobile travel, air travel, and overnight trips. The position may require extended or irregular hours, including weekends. It is intermittently sedentary but requires mobility, including climbing stairs, and repetitive hand and wrist motion when using a computer and writing. Attendance and punctuality are essential. Hazards can be minimized through proper lifting techniques, safety training, SDS, and appropriate PPE. The description is not all-inclusive, and responsibilities may change to meet business needs. Employees must be able to perform the essential functions, with or without reasonable accommodations.

Requirements

Bachelor’s degree required; preferably in Human Resources or a related field.
At least eight years of progressive Human Resources or employee relations experience, including complex employee relations matters, workplace investigations, employment claims, and employment-law compliance.
Five years of people-management experience, with demonstrated success leading, coaching, and developing employees.
Advanced knowledge of federal, state, and local employment laws, regulations, fair employment practices, and employee relations best practices.
Experience managing sensitive, high-risk workplace investigations, agency charges, litigation, mediations, hearings, and related legal or regulatory matters.
Strong analytical, problem-solving, and risk-assessment skills, including the ability to evaluate complex information and recommend practical, business-aligned solutions.
Excellent written and verbal communication skills, with the ability to influence decisions and provide credible guidance to employees, managers, senior leaders, Human Resources partners, and external counsel.
Ability to work independently in a fast-paced environment, manage competing priorities and urgent or evolving situations, and exercise sound judgment, adaptability, professionalism, discretion, confidentiality, and effective problem-solving.
Proficiency with Microsoft Office and the ability to use Human Resources, case-management, documentation, and reporting systems effectively.

Nice To Haves

Juris Doctor or advanced degree.

Responsibilities

Lead, coach, and develop the Employee Relations team to provide consistent, timely, high-quality support.
Provide strategic guidance on policy development and governance, performance management, corrective action, workplace conflict, and separations.
Oversee and conduct complex workplace investigations involving discrimination, harassment, retaliation, misconduct, policy violations, and other sensitive concerns.
Promote compliance with employment laws and fair, consistent, and equitable decision-making.
Manage agency charges, complaints, audits, subpoenas, regulatory inquiries, litigation, claims, hearings, mediations, and related legal matters in partnership with stakeholders and counsel.
Oversee employee relations risk-management practices, including separation documentation, releases, arbitration agreements, unemployment claims, hotline matters, and escalated pre-employment screening decisions.
Develop and execute employee relations strategies and programs to reduce organizational risk, strengthen workplace culture, and promote fair employment practices.
Prepare and present recommendations on employee relations, employment risk, policy, and related Human Resources matters to senior leadership.
Develop and deliver employee relations training, tools, and guidance for leaders, managers, Human Resources partners, and employees.
Analyze employee relations cases, hotline matters, investigation findings, exit interview feedback, and workforce data to identify trends, reduce risk, and recommend solutions.
Partner with Human Resources and business leaders to address workplace concerns, improve the employee experience, support retention, and advance consistent employment practices.
Provide employee relations and employment-law guidance for reorganizations, reductions in force, acquisitions, dispositions, and other organizational changes.
Maintain current knowledge of employment laws, regulatory requirements, emerging trends, and employee relations best practices.
Handle sensitive and confidential matters with professionalism, judgment, discretion, and appropriate safeguards for personnel, investigation, legal, and company information.
Participate in cross-functional initiatives, organizational projects, and special assignments as needed.