Employee Relations Business Partner

RaceTrac•Atlanta, GA

11d

About The Position

The Employee Relations Business Partner is an individual contributor and primary case owner for complex Employee Relations investigations in an assigned region. The role manages Tier 2 and Tier 3 cases from intake through documentation and resolution, advising managers and HR Business Partners on fair, consistent, legally sound, and risk-informed outcomes. It partners closely with HR Business Partners, Operations, Legal, Asset Protection, and other stakeholders, and has no direct reports. The position reports to the Manager, Employee Relations for the region. The role investigates allegations including harassment, discrimination, retaliation, workplace violence, threats, ethics violations, and policy violations. It also advises leaders on employee relations matters, leads conflict resolution and mediation, supports agency and unemployment matters, coaches managers, and contributes to Employee Relations processes, reporting, and ongoing investigative development.

Requirements

Wicklander-Zulawski interview certification.
PHR or SHRM-CP certification.

Nice To Haves

Experience supporting field, retail, distribution, or other multi-site workforces.

Responsibilities

Own complex Employee Relations investigations end to end, from intake and investigation planning through evidence gathering, factual findings, recommendations, and resolution.
Investigate allegations of harassment, discrimination, retaliation, workplace violence, threats, ethics violations, and policy violations.
Interview complainants, witnesses, and accused employees.
Gather documentation and evidence, make factual findings, and recommend corrective action.
Maintain accurate, timely case records in the centralized case management platform.
Document investigation outcomes to a standard that withstands legal and agency review.
Consult with and advise managers, HR Business Partners, and Operations.
Advise on performance management, corrective action, documentation standards, and termination decisions.
Guide leaders on employee conduct issues, team conflict, and leave or accommodation concerns.
Ensure recommendations are consistent, fair, legally compliant, and risk reducing.
Lead conflict resolution and workplace mediation for interpersonal and team disputes.
De-escalate concerns before they become formal complaints when appropriate.
Facilitate resolution conversations between employees and leaders and help restore working relationships following investigations.
Refer matters to the appropriate escalation tier when local resolution is not possible.
Partner with HR Business Partners, Operations, and Legal on case strategy.
Support EEOC charges, state agency complaints, and unemployment matters with evidence collection and investigation summaries.
Partner with Asset Protection on fraud and theft matters.
Escalate high-risk matters to the Manager, Employee Relations in line with the escalation framework.
Apply federal and state employment-law requirements to case decisions and recommendations.
Coach and train managers on Employee Relations practices and policy application.
Flag emerging trends, recurring workplace issues, and manager risk indicators.
Contribute to Employee Relations standard operating procedures, templates, and toolkits.
Support enterprise reporting with accurate case data and complete closure detail.
Participate in ongoing Employee Relations certification and investigative skills development.