Employee Relations and Compliance Manager

YMCA of Greater Brandywine•West Chester, PA

2d•$59,567 - $77,438•Onsite

About The Position

The Employee Relations & Compliance Manager leads the association’s employee relations function, serving as the primary resource for workplace investigations, conflict resolution, performance and conduct matters, and supervisor coaching across all branches and departments. The position conducts thorough and impartial investigations, reviews and approves all formal disciplinary actions, and ensures that employee relations practice is applied fairly and consistently association-wide. The Manager builds supervisor capability through training and day-to-day coaching so that routine performance and conduct matters are addressed appropriately at the branch level. The position also owns the unemployment compensation process from initial claim through final determination, including SIDES responses, appeal strategy, and referee hearing representation, and is responsible for staff clearance compliance, I-9 compliance, and accreditation and licensing documentation requirements. Reporting to the Associate Vice President of Human Resources, the Manager serves as a trusted partner to leadership, employees, and HR team members in resolving conflicts, mitigating organizational risk, and strengthening a culture of accountability and respect.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field required; equivalent experience considered.
Five or more years of progressive human resources experience, with at least three years focused on employee relations.
Demonstrated experience independently leading workplace investigations from intake through findings.
Proven experience managing disciplinary processes and advising supervisors on performance and conduct matters.
Strong working knowledge of federal, state, and local employment law.
Knowledge of Pennsylvania Child Protective Services Law, I-9 compliance requirements, and audit procedures.
Proven ability to train and coach managers and supervisors.
Excellent judgment, discretion, and ability to manage sensitive and confidential information.
Strong organizational skills and the ability to manage multiple cases and regulatory deadlines simultaneously.
Advanced computer knowledge with proficiency in HRIS systems and the ability to learn new systems.
Obtain and maintain all required certifications and trainings within 90 days of hire.

Nice To Haves

Experience managing unemployment compensation claims, including preparation for and representation at appeal hearings, strongly preferred.
Familiarity with Praesidium, ACA Camp, and DHS accreditation and licensing standards preferred.
Experience in a multi-site organization with a large part-time or seasonal workforce preferred.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Responsibilities

Serve as the primary point of contact for employee relations matters across all branches and departments, ensuring timely, consistent, and fair resolution.
Manage the full employee relations caseload, including intake, assessment, resolution, and closure, maintaining appropriate documentation at each stage.
Advise supervisors and branch leadership on performance concerns, conduct issues, policy interpretation, and appropriate courses of action.
Facilitate conflict resolution, mediation, and reset conversations between employees and supervisors where appropriate.
Handle complex leave and ADA accommodation matters that intersect with active employee relations cases, in partnership with the Benefits, Leave & Engagement Specialist.
Maintain confidentiality, objectivity, and sound judgment in all employee relations matters.
Escalate legally sensitive matters and those carrying significant organizational exposure to the Associate Vice President of Human Resources and the CHRO.
Conduct thorough, impartial, and timely investigations into employee complaints, workplace conflicts, and allegations of misconduct, including matters involving child safety and supervision.
Develop investigation plans, identify and interview witnesses, gather and assess evidence, and reach supportable findings.
Prepare clear, well-documented investigation reports and recommendations for HR leadership review.
Coordinate with branch leadership, operations partners, and outside agencies as appropriate during investigations.
Maintain accurate and complete records of investigations, findings, and outcomes in accordance with legal and organizational standards.
Identify patterns across investigations and recommend policy, training, or practice changes that reduce recurrence.
Review and approve all formal disciplinary actions, including written warnings, final warnings, performance improvement plans, demotions, and terminations.
Partner with supervisors to ensure disciplinary actions are documented appropriately, consistently, and in compliance with policy.
Support managers in developing action plans and performance expectations for employees not meeting standards.
Ensure progressive discipline is applied consistently across all branches and departments, recognizing that inconsistent enforcement creates direct organizational exposure.
Advise on separation decisions and prepare or review separation documentation.
Deliver training for managers and supervisors on employee relations policies, documentation standards, investigation basics, and progressive discipline.
Provide ongoing coaching to branch and department leaders on performance management and conduct matters.
Build branch-level capability so routine performance and conduct matters are handled appropriately at the site level rather than escalated to HR by default.
Develop and maintain tools, templates, and guidance materials that support consistent employee relations practice across the association.
Own the unemployment compensation process from initial claim notice through final determination.
Prepare and submit timely SIDES responses and ensure all statutory filing deadlines are met.
Assemble complete appeal case files, including separation documentation, disciplinary history, investigation notes, and applicable policy references.
Recommend appeal or non-appeal decisions based on case merit, precedent, and organizational exposure.
Represent the organization at Unemployment Compensation Board of Review referee hearings, including witness preparation and examination.
Coordinate with outside legal counsel on unemployment matters as directed by HR leadership.
Analyze determinations to identify gaps in documentation, policy enforcement, or supervisor training and translate findings into corrective action.
Ensure all active employees remain compliant with Pennsylvania Child Protective Services Law clearance requirements, including initial clearances and ongoing renewals.
Monitor clearance expiration dates, coordinate renewal activity, and follow up with employees and supervisors to ensure timely completion.
Review clearance documentation for accuracy and completeness and maintain records in accordance with organizational, accreditation, and licensing requirements.
Oversee I-9 compliance across the association and conduct periodic audits to identify and correct errors or missing documentation.
Maintain documentation meeting Praesidium Accreditation, ACA Camp Accreditation, and DHS program requirements, and support preparation for accreditation audits and renewals.
Own the association’s suspicion-based drug testing standard operating procedures.
Ensure compliance with the Pennsylvania Child Labor Act and maintain required labor law postings.
Partner with the HR Operations team to verify that clearances, background checks, and required onboarding documentation are completed accurately before employees begin work.
Serve as the point of contact for staff and supervisors regarding clearance and compliance requirements and manage exceptions as they arise.
Oversee any external partners, systems, or tools used to support clearance processing and compliance tracking.
Monitor trends in employee relations activity, unemployment outcomes, and compliance performance, providing reports and recommendations to HR leadership.
Use case data to inform policy updates and proactive strategies that reduce organizational risk.
Escalate emerging risk patterns and compliance concerns promptly.
Perform other duties necessary to support association priorities.

Benefits

Free family YMCA membership, including outdoor pools
Medical, dental, and vision insurance
Paid holidays
Plentiful PTO for full-time employees
Babysitting while you work (up to 4 hours per day)
Generous program discounts on childcare, camp, youth sports, swimming lessons and more!
12% employer contribution to retirement savings upon reaching eligibility
Optional 403B retirement savings plan upon hire.
Employee Assistance Program
Continuing education reimbursement
Tuition discounts with Chestnut Hill College and Immaculata University
Career development and paid training
Unlimited referral bonus beginning at $300.00