Employee Relations Manager

Parnall Law•Albuquerque, NM

38d•$80,000 - $110,000•Onsite

About The Position

Parnall Law Firm is seeking an experienced Employee Relations Manager for their Albuquerque office. This role is for a seasoned HR professional who thrives in a fast-paced environment, takes pride in exceptional work, and genuinely cares about the people they serve. The Employee Relations Manager will be the trusted point of contact for employees, helping resolve concerns, guide employees through their benefits, and protect the integrity of every transition. Their judgment and follow-through will directly shape the culture and compliance backbone of the firm. The mission statement emphasizes a workplace where every voice is heard and every concern is met with care, clarity, and follow-through, empowering employees to understand and utilize their benefits, honoring transitions with integrity and respect, and cultivating a culture of honest, constructive feedback for employee growth.

Requirements

5–8 years of HR experience, with at least 3 years in direct employee relations and complaint investigations
Working knowledge of employment law and benefits regulations
Sound judgment and discretion when handling sensitive and confidential matters
Composure and professionalism under emotionally difficult conversations
Strong organizational skills and follow-through on multiple concurrent cases
Impartiality and fairness – able to advocate for a compliant, respectful process rather than any one party
Excellent verbal and written communication skills, with strong active listening
Professional attire and demeanor
Team player with the ability to adapt in a rapidly changing environment
Ability to work on-site Monday–Thursday 8:00–5:00 and Friday 8:00–4:00
Ability to pass a background check

Nice To Haves

SHRM certification, formal Association of Workplace Investigators training, or EEOC training preferred

Responsibilities

Serve as the primary intake point for employee complaints, grievances, and concerns; document intake, investigation steps, and resolution in the HR case file.
Conduct or coordinate fact-finding for complaints, including interviews, document review, and consultation with the Operations Director and/or legal counsel as needed.
Maintain strict confidentiality and neutrality throughout all complaint handling.
Administer employee benefits programs including health, dental, vision, retirement, and voluntary benefits; serve as liaison between employees and benefits carriers/brokers.
Guide employees through open enrollment, qualifying life events, and benefits questions.
Reconcile benefits invoices and enrollment records for accuracy.
Manage the termination process end-to-end: exit documentation, final pay coordination with payroll, benefits termination, COBRA notification; coordinate with IT/Admin to confirm return of company property and equipment.
Attend exit interviews and summarize findings/trends for leadership.
Coordinate performance reviews and improvement meetings; ensure managers have proper documentation, employees understand expectations, and outcomes are recorded in the personnel file in compliance with firm policy.
Ensure all complaint, benefits, and termination files comply with applicable federal and state employment law (FMLA, ADA, COBRA, state-specific requirements) and firm document-retention policy.
Flag patterns or risks (repeat complaints, benefits compliance gaps, termination trends) to the Operations Director.
Oversee and facilitate participation in "Top Workplaces" and "Best Places to Work" survey programs; report outcomes and key findings to the executive team.
Follow and maintain all firm policies and procedures.
Attend weekly firm-wide huddle every Monday morning at 8:00 am.
Attend daily team mini huddle Tuesday through Friday at 8:00 am.
Attend biweekly meeting with Operations Director to review individual metrics and set biweekly goals, fully prepared with supporting data.
Acknowledge receipt of any employee complaint within 24 hours of submission.
Complete initial fact-finding on all complaints within 5 business days of receipt.
Close out (resolve or escalate with findings) 90% of complaints within 30 calendar days of receipt.
Respond to all benefits inquiries (enrollment, eligibility, claims issues) within 2 business days.
Process new-hire benefits enrollment within 15 days of eligibility start date.
Process qualifying life event benefit changes within 5 business days of notification.
Complete termination paperwork (final pay calculation, benefits termination notices, COBRA notices) within 3 business days of separation date.
Deliver COBRA election notices within federally required timelines (no exceptions).
Maintain zero missed regulatory deadlines related to benefits or termination filings.
Maintain a biweekly activity/case documentation log with no case older than 30 days without an update.
Facilitate or support performance check-in meetings with documentation completed within 2 business days of the meeting.