Employee Relations & HR Compliance Director

NORA•Campton Hills, IL

1d•Onsite

About The Position

The Employee Relations & HR Compliance Director leads employee relations and multi‑state employment law compliance for a 24/7 organ‑transportation logistics company. This on‑site role in St. Charles, Illinois supports a mission‑critical environment where reliability, safety, and regulatory adherence directly impact patient outcomes. This position oversees employee relations, policies, training, accommodations, and risk mitigation while serving as a visible, trusted resource for employees and leaders.

Requirements

Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience).
7+ years of HR experience with a strong focus on employee relations and compliance.
Demonstrated experience conducting investigations and managing complex ER cases.
Strong knowledge of multi‑state employment laws.
Demonstrated ability to build scalable, consistent and effective processes.
Excellent communication, documentation, and interpersonal skills.
Ability to support a 24/7 operational environment with occasional after‑hours needs.

Nice To Haves

Experience in transportation, logistics, healthcare, or other regulated industries.
Professional certification (PHR, SPHR, SHRM‑CP/SCP).
Experience supporting large distributed workforces (drivers, field employees, or call centers).
Familiarity with HIPAA, OSHA, and DOT‑related compliance frameworks.

Responsibilities

Proactive Employee Relations
Build trust through regular presence in operational areas and open communication channels.
Anticipate issues before they escalate and implement preventive strategies.
Monitor ER trends and provide insights and recommendations to leadership.
Coach leaders to optimize their operating effectiveness.
Work Environment, Inclusion & Engagement
Promote a respectful, inclusive, and safe work environment.
Support employee engagement initiatives and ensure consistent follow‑through on action plans.
Serve as a visible, accessible resource for employees at all levels.
Front‑Line Enablement & Manager Coaching
Equip front‑line leaders with tools, training, and guidance to manage teams effectively in a 24/7 logistics environment.
Coach managers on performance expectations, documentation standards, conflict resolution, and consistent application of policies.
Strengthen leadership capability through proactive ER support and real‑time coaching.
Employment Law Compliance & Training
Ensure compliance with federal, state, and local employment laws, including Title VII, FMLA, ADA, EEO, OSHA, HIPAA‑adjacent requirements, and state‑specific leave laws.
Develop and deliver compliance training for managers and employees.
Maintain audit‑ready documentation and support internal and external compliance reviews.
Leave Management & ADA Interactive Process
Lead the LOA and ADA reasonable accommodation process, ensuring timely communication, interactive dialogue, and compliant documentation.
Collaborate with employees, managers, and medical providers to evaluate restrictions and identify effective accommodations.
Ethics, Policies & Reporting
Oversee ethics reporting channels and ensure timely, impartial follow‑up.
Create, maintain and update company policies, including the employee handbook and SOPs.
Promote ethical decision‑making and reinforce expectations across the organization.
Corrective Action Management
Conduct thorough, unbiased investigations into complaints, conduct issues, and policy violations.
Design and implement corrective action processes, including documentation standards and appeal procedures.
Partner with outside legal counsel on high‑risk matters, agency claims, and litigation support.
Risk Mitigation & Legal Partnership
Identify ER and compliance risks, recommending and putting into practice proactive interventions.
Maintain strong partnerships with functional leaders to address emerging issues.
Conduct investigations and respond to subpoenas, and regulatory inquiries.
Performance Improvement & Status Change Documentation
Guide managers through effective performance feedback, performance improvement plans, ensuring fairness and clarity.
Oversee accurate, compliant documentation for status changes, promotions, transfers, and separations.
Ensure alignment between HRIS, Payroll, and operational leaders.