Employee Relations Manager

Crete Professionals Alliance • Tampa, FL

2d

About The Position

The Employee Relations Manager serves as Crete’s subject matter expert for employee relations, performance management, discipline, investigations, and termination support across partner firms and internal HQ teams. This role partners closely with People/HR, Legal, Compliance, Integration, and business leaders to ensure consistent, fair, and timely handling of concerns while aligning to Crete standards, local employment laws, and partner-firm operating realities.

Requirements

• 5+ years of progressive employee relations experience, including investigations and performance management support (multi-site and/or multi-entity environments strongly preferred).
• Demonstrated expertise in conducting workplace investigations end-to-end and documenting findings.
• Strong working knowledge of US employment law basics (e.g., discrimination/harassment/retaliation concepts, wage/hour considerations, leave protections) and risk-aware ER practices.
• Proven ability to coach managers and influence decisions with a calm, credible, solutions-oriented approach.
• Exceptional written documentation skills (case notes, summaries, recommendations).
• High discretion, strong judgment, and ability to manage sensitive matters.
• Investigation mastery: interviewing, evidence evaluation, documentation, and findings.
• Manager coaching and facilitation; strong conflict resolution skills.
• Executive presence with ability to navigate ambiguity and competing priorities.
• Detail-oriented with strong organizational and case management discipline.
• Comfort balancing consistency with practical flexibility across partner firms.

Nice To Haves

• Experience supporting professional services, accounting, or PE-backed multi-entity environments.
• SHRM-CP/SCP, HRCI (PHR/SPHR), or equivalent credential.
• Experience with HRIS/case management systems and building ER reporting dashboards.
• Experience supporting M&A integration environments and harmonizing practices across acquired firms.

Responsibilities

• Consult with leaders and HR partners on performance concerns, corrective action planning, and documentation.
• Guide managers through progressive discipline practices, including coaching plans, written warnings, performance improvement plans (PIPs), and final actions.
• Review performance and discipline documentation for completeness, consistency, and risk mitigation.
• Support partner firms with “Crete standard” approaches while honoring local policies and regulatory requirements.
• Coach managers on difficult conversations, feedback delivery, and managing behavior/performance concerns.
• Develop practical ER guidance, toolkits, templates, and manager talking points.
• Deliver trainings (live and/or recorded) on core ER topics (performance management, documentation, investigations basics, respectful workplace).
• Plan and conduct investigations for allegations including harassment, discrimination, retaliation, ethics violations, workplace conflict, misconduct, and policy violations.
• Establish investigation scope, interview plans, evidence collection approach, and documentation standards.
• Maintain confidentiality and handle sensitive information with discretion.
• Produce clear investigation summaries and findings; partner with Legal/Compliance as appropriate.
• Recommend corrective actions and support leaders with follow-through.
• Advise on separation decisions, risk assessment, and documentation readiness.
• Coordinate termination logistics and messaging with managers, HR, Payroll/Benefits, IT/Security, and Legal when applicable.
• Support involuntary separations, including severance considerations, final pay timing, and unemployment response coordination (as applicable by entity/state).
• Act as a centralized ER escalation point for partner firms and HQ.
• Translate Crete expectations into scalable guidance across diverse partner-firm environments.
• Identify recurring patterns (e.g., leadership capability, policy gaps, hotspots) and recommend systemic improvements.
• Maintain case management processes and records (including intake, triage, documentation, investigation files, and outcomes).
• Track ER metrics and trends (case volume, types, cycle time, repeat issues, manager coaching topics) and present insights to People leadership.
• Support policy development and updates (code of conduct, respectful workplace, investigations, discipline, workplace violence, etc.).
• Participate in audits, diligence requests, and internal reviews related to ER matters.

Benefits

• Confidential, sensitive work; requires secure handling of records and communications.
• May require occasional evening availability to support urgent employee relations matters.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed