Employee Relations & Engagement Manager

Perkins & Will•Gresham, OR

4d•$82,400 - $116,375•Onsite

About The Position

Perkins is an international NGO committed to delivering best-in-class education to children with disabilities, providing immersive training and support to professionals and families, advocating for inclusion, and accelerating innovation for people with disabilities. The Employee Relations & Engagement Manager will serve as the organization’s primary subject matter expert, advocate, and key advisor on all employee relations matters across campus. This role champions a healthy, equitable, and harmonious workplace environment by serving as a trusted partner to both staff and leadership. The manager will lead in managing complex workplace issues, conducting objective workplace investigations, and guiding managers through sensitive performance management and conflict resolution. While collaborating with broader People Ops functions on retention and engagement strategies, the day-to-day focus will center on analyzing ER case trends, exit data, and employee feedback to proactively identify friction points, mitigate organizational risk, and continuously elevate the staff experience.

Requirements

Bachelor’s degree in HR, Business Administration, or a related field (or equivalent practical experience).
5–7+ years of progressive HR experience, with a heavy, proven focus on employee relations, workplace investigations, and performance management.
Demonstrated expertise in managing high-stakes workplace investigations, writing comprehensive investigative reports, and recommending sound corrective actions.
Deep, functional knowledge of state and federal labor laws, FMLA/ADA accommodations, and risk mitigation—ideally within an educational, non-profit, or specialized institutional setting.

Nice To Haves

Advanced certifications (e.g., SHRM-CP/SCP, SPHR, or formal Investigation/Mediation training) are a strong plus.

Responsibilities

Serve as the primary, trusted resource for employees and supervisors across campus regarding workplace concerns, policy interpretations, and institutional standards.
Conduct fair, timely, and comprehensive investigations into complex employee relations issues—including workplace disputes, policy violations, discrimination, and harassment—ensuring thorough documentation and balanced resolutions.
Actively mediate workplace conflicts, coach managers on difficult conversations, and guide team dynamics toward positive growth and mutual respect.
Partner closely with supervisors on all performance management processes, providing expert coaching on continuous feedback, progressive discipline, and the strategic development of Performance Improvement Plans (PIPs).
Partner with Training & Development to equip managers with practical skills in conflict management, fair documentation, compliance, and supportive leadership practices.
Partner with General Counsel and HR leadership to ensure strict compliance with federal, state, and local employment laws. Oversee regular audits and updates to employee handbooks and workplace policies.
Manage the job evaluation and leveling process to ensure internal equity and role clarity.
Partner with immigration counsel on employee visa processes (e.g., H-1B, Green Cards), ensuring a supportive experience for international staff.
Systematically analyze ER case logs, exit interviews, and engagement survey data to spot root causes, identify departmental trends, and recommend proactive culture-strengthening interventions.
Serve as a champion for Inclusion, Diversity, Equity, and Accessibility (IDEA), ensuring ER practices and engagement initiatives reflect an accessible, empathetic, and inclusive employee experience.