Employee Relations Manager

Huntington National Bank•Detroit, MI

1d•$70,000 - $140,000•Onsite

About The Position

The Employee Relations Manager provides leadership and hands-on support for managing, investigating, and resolving complex and sensitive workplace matters. The role carries an individual caseload and personally leads investigations into complex and higher-risk matters, while influencing the investigative team through expertise, guidance, and collaboration. This is a functional leadership role that may not include direct reports. The Manager promotes consistency, objectivity, and thoroughness in handling matters in accordance with company policies, investigation standards, and applicable employment laws. The role supports investigator development, quality assurance, workload and case-management practices, and continuous improvement of investigative processes and standards. Alongside conducting investigations, the Manager consults on employee misconduct, policy violations, retaliation, discrimination, harassment, leadership conduct, workplace conflicts, and other significant Employee Relations concerns. The Manager serves as a subject-matter expert on HR policy, advises HR professionals and stakeholders, influences policy improvements, and supports consistent policy interpretation and application.

Requirements

Bachelor's degree in Human Resources, Business, Employee Relations, Labor Relations, or a related field; degree is required, with the listed fields preferred.
At least 5 years of progressive experience in Employee Relations, Human Resources, Compliance, Ethics, Legal, or workplace investigations, including significant experience independently leading complex workplace investigations.

Nice To Haves

Demonstrated experience consulting on complex or sensitive Employee Relations matters.
Strong working knowledge of employment laws, workplace investigation principles, Employee Relations practices, and investigation documentation.
Ability to assess complex and conflicting evidence, credibility considerations, risk factors, and sensitive workplace circumstances.
Strong written and verbal communication skills, including communicating complex or sensitive matters clearly and professionally.
Experience managing high-volume case portfolios while balancing risk, quality, timeliness, and employee experience.
Ability to influence and consult effectively with HR professionals and leaders at multiple organizational levels.
Experience leading, coaching, or developing others through informal, functional, or matrixed leadership without formal supervisory authority.
Proficiency with Microsoft Word, Excel, PowerPoint, email, calendar, intranet, and other business technology.
Current PHR or SPHR certification.
Employee Relations experience in financial services and/or retail.

Responsibilities

Manage an individual caseload and conduct workplace investigations from intake through resolution, particularly for sensitive, complex, or significant matters; conduct interviews, analyze evidence, assess credibility and corroboration, determine findings, document cases, and make recommendations.
Advise on case prioritization, workload balancing, aging, timeliness, and escalation without direct assignment or supervisory authority; reinforce expectations for investigation quality, documentation, confidentiality, and objectivity.
Monitor case-management indicators and use data to identify opportunities to improve effectiveness, quality, consistency, timeliness, investigative processes, templates, protocols, documentation standards, and case-management practices.
Serve as a subject-matter expert and consultant to HR professionals and business leaders on complex Employee Relations matters, workplace investigations, policy interpretation, and employee concerns.
Coach and guide investigators to strengthen investigative judgment, interviewing, evidence analysis, credibility assessment, documentation, and written communication, supporting their ability to independently manage increasingly complex matters.
Analyze case activity for emerging themes, recurring allegations, workplace trends, systemic issues, potential control gaps, and increased Employee Relations risks; communicate meaningful insights to Employee Relations leadership and relevant stakeholders.
Identify policy gaps, ambiguities, and inconsistencies revealed through case work; recommend updates and clarifications and partner with Employee Relations leadership to develop, review, and implement policy changes and related guidance.