Employee Relations Manager

Wounded Warrior Project • Jacksonville, FL

1d • Hybrid

About The Position

The Employee Relations Manager at Wounded Warrior Project leads a team dedicated to fostering a fair, respectful, high-performing workplace and an exceptional teammate experience. The role oversees employee relations case management, workplace investigations, and performance and conduct matters, advising leaders on sensitive issues and partnering with Human Resources leadership and Legal to reach timely, consistent, and legally sound resolutions.

The manager also leads programs and initiatives that shape the teammate journey and organizational culture, including onboarding, recognition, engagement and teammate-listening activities, and regional office support. The role establishes operating standards and confidential recordkeeping practices, analyzes workforce and case data, recommends improvements, and leads and develops the Teammate Relations team. The position is based in a general office environment, follows a hybrid schedule of three days in the office and two days working from home, and requires up to 20% travel.

Requirements

• Seven years of progressively responsible human resources experience, including substantial employee relations responsibility and advising leaders on complex workplace matters.
• Three years of experience conducting or overseeing formal workplace investigations in a multi-state environment.
• Three years of formal people-management experience, including work assignment, coaching, development, and performance evaluation.
• Experience using workforce data, reporting tools, and case-management platforms to analyze metrics such as turnover, engagement, performance, and employee relations trends.
• Bachelor’s degree; an equivalent combination of applicable education, training, certification, and experience may be considered in lieu of a degree.
• Advanced knowledge of employee relations practices, workplace investigations, performance management, corrective action, conflict resolution, and employment-risk mitigation.
• Strong working knowledge of employment laws relevant to a multi-state workforce, including EEO, Title VII, FMLA/CFRA, FLSA, and ADA.
• Knowledge of effective HR practices in onboarding, recognition, and employee engagement, including survey measurement and action planning.
• Strong problem-solving, critical-thinking, and analytical skills, including the ability to identify themes in large volumes of information, make practical recommendations, and measure program success.
• Ability to evaluate conflicting information, assess credibility and risk, and reach objective, defensible conclusions.
• Sound judgment and discretion in sensitive matters, including recognizing when to escalate issues to senior HR leadership or Legal.
• Ability to produce concise, clear, and accurate correspondence, case analyses, executive summaries, and investigative reports.
• Ability to coach and influence leaders and teammates at all levels and adapt communication to the situation and audience.
• People-leadership skills, including prioritization, delegation, coaching, talent development, and quality oversight.
• Ability to thrive in a high-volume, fast-paced, dynamic environment while managing competing priorities and tight deadlines.
• Commitment to maintaining confidentiality and to the highest standards of personal and business ethics and conduct.
• Mission-driven, guided by core values, and able to work collaboratively.

Nice To Haves

• Experience advising on leave-of-absence and workplace accommodation matters.
• Experience conducting investigative research and coordinating electronic discovery, preservation, collection, and evidence review.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or comparable human resources certification.

Responsibilities

• Oversee employee relations case management and lead or oversee complex and sensitive workplace investigations, including intake, planning, interviews, evidence review, documentation, resolution, and closure.
• Ensure employee relations matters are handled timely, objectively, and consistently in accordance with WWP policy and applicable law; prepare clear findings, executive summaries, and recommendations.
• Advise and coach leaders and teammates on performance management and workplace concerns, including conduct, conflict, complaints, ethics reports, rebuttals, disciplinary documentation, performance improvement plans, administrative leave, and other employment actions.
• Develop tools, training, and resources for feedback, documentation, conflict resolution, and difficult conversations.
• Prepare corrective-action and separation recommendations for review and approval; conduct approved termination meetings and coordinate related communications, documentation, and follow-up.
• Escalate matters based on risk, conflicts of interest, or legal sensitivity.
• Partner with HR leadership, Legal, Information Technology, and other stakeholders on litigation support, regulatory inquiries, and records preservation and collection.
• Analyze teammate relations data and feedback to identify organizational risks, recurring issues, and opportunities to improve policies, programs, leadership practices, culture, and the teammate experience.
• Prepare recurring reports for HR leadership and governance audiences and recommend strategies supporting consistent resolutions, engagement, and retention.
• Establish and maintain teammate relations operating standards and confidential records, including case-management procedures, investigation protocols, escalation criteria, templates, and process documentation.
• Ensure accurate and secure records are maintained in HRIS, case-management, ethics-reporting, and other approved retention systems.
• Oversee onboarding, including preboarding and new-teammate follow-through, in partnership with HRIS, Talent Acquisition, Learning and Organizational Development, and hiring leaders; review feedback and recommend improvements.
• Develop, maintain, and evaluate teammate recognition programs with key stakeholders.
• Lead engagement and teammate-listening initiatives, including 30/60/90-day surveys, exit interviews and surveys, pulse surveys, and focus groups; share findings and guide action planning.
• Oversee the regional support model through office engagement, targeted visits, and collaboration with Office Mentors, office leads, Office Services, and HR Centers of Excellence.
• Lead or support cross-functional teammate-experience initiatives, ensuring clear ownership, measurable outcomes, and alignment with organizational priorities.
• Lead, develop, and evaluate the Teammate Relations team, including selecting and onboarding direct reports, setting priorities and expectations, assigning and monitoring work, reviewing case quality, coaching and developing staff, and addressing performance concerns.
• Remain current on industry trends, best practices, and employment-law developments and apply relevant insights to WWP policies and practices.
• Attend and participate in required training and meetings, including New Teammate Orientation, WWP Cares, ASIST Suicide Prevention training, leadership training, culture/team-based training, and departmental huddles.
• Perform other related duties as assigned.

Benefits

• Flexible hybrid work schedule: three days in the office and two days working from home.
• Full medical, dental, and vision coverage for teammates and family members.
• Competitive pay and performance incentives.
• Mission-focused and collaborative team environment.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager