Employee Relations Manager

Papa Murphy's Holdings, Inc.•Minnetonka, MN

37d

About The Position

The Employee Relations Manager role serves as the primary employee relations (ER) specialist, acting as the main point of contact for brand leadership on all ER matters, including policy interpretation, conflict resolution, performance management, disciplinary actions, and terminations. Responsibilities include conducting internal investigations, ensuring compliant and fair resolution of ER issues, managing ADA accommodation processes, handling unemployment claims, and supporting HR audits. The position partners closely with senior HR leadership and Legal on complex cases and regulatory compliance. Additionally, it involves coaching managers, delivering training programs, supporting organizational change initiatives, and contributing to employee engagement and retention strategies through data-driven insights and exit interview analysis.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field required.
7+ years of HR experience, with 3+ years specifically in employee relations; restaurant/retail/hospitality experience in a multi-state, multi-location environment preferred.
Strong knowledge of labor laws, employment-related legal requirements (ADA, FMLA, FLSA, EEO, AA), and employee relations best practices, including investigative procedures.
Proven ability to manage sensitive and confidential matters with integrity, discretion, and professionalism.
Excellent interpersonal, communication, and conflict-resolution skills; able to express ideas clearly and influence outcomes.
Demonstrated ability to exercise independent judgment and take initiative in fast-paced or matrixed environments.
Solid understanding of core HR functions, including talent management, employee relations, compensation, and workforce planning.
Effective in planning, organization, multitasking, and prioritization, with strong attention to detail and follow-through.
Skilled in building and managing partnerships across departments, field locations, and external vendors.
Versatile collaborator with a proactive approach to identifying performance gaps and developing integrated HR solutions.
Proficient in HRIS, ATS, and Microsoft Office applications

Nice To Haves

Bilingual (Spanish/English) preferred.

Responsibilities

Serve as the primary point of contact for employee relations matters, providing day-to-day guidance to brand/department leadership on policy interpretation, conflict resolution, performance management, disciplinary actions, and terminations.
Conduct and document internal investigations related to harassment, discrimination, performance concerns, and policy violations in partnership with senior HR leadership and Legal.
Ensure fair, timely, and compliant resolution of ER issues, acting as an impartial mediator in disciplinary procedures and adverse employment actions.
Maintain accurate, confidential records of ER cases and documentation in accordance with legal and company standards.
Track and analyze ER case trends to recommend preventative strategies and inform leadership decisions.
Lead the ADA interactive process from intake to implementation, collaborating with managers and senior HR leadership and legal to ensure reasonable accommodations are applied in compliance with ADA and company policy.
Coordinate and respond to unemployment insurance (UI) claims, including documentation, submission, and participation in hearings to ensure timely, accurate responses and minimize legal risk.
Support HR audits and ensure HR practices align with internal policies, employment laws, and regulatory requirements.
Partner with Legal, Compliance, and Risk teams to address complex cases and ensure regulatory adherence.
Coach managers on people management, team dynamics, and performance-related issues to enhance leadership effectiveness and employee engagement.
Identify training and development needs across field brand locations; source, develop, and deliver HR and leadership training sessions, and evaluate program effectiveness.
Conduct training for managers on employee relations topics, including respectful workplace practices and the disciplinary process.
Support organizational changes, restructures, and change management initiatives.
Contribute to employee engagement efforts and action planning initiatives.
Conduct exit interviews and provide recommendations to leadership for continuous improvement in retention and culture.
Analyze HR trends and metrics in partnership with the HR team to influence policy development and workforce planning initiatives.
Other duties as assigned.