Employee Relations Program Manager_HR

Ecore Talent Team•Lancaster, PA

17d•$75,000 - $100,000•Onsite

About The Position

At Ecore, we transform reclaimed rubber into innovative performance surfaces that protect people and the planet. Our products power everything from playgrounds and gyms to hospitals, courts, and even rockets—helping people in motion be their strongest, healthiest selves. As a high-growth, sustainability-driven company, we’re leading the way in circular innovation by keeping rubber out of landfills and turning waste into wellness, safety, and performance. We’re excited to find individuals who are eager to be part of a team that’s driving global impact through innovation, sustainability, and purpose. We are seeking an experienced, confident, and highly skilled Employee Relations Program Manager to lead and elevate our ER function. This individual will serve as a trusted advisor to leaders across the organization, guiding sensitive employee matters, conducting fair and thorough investigations, and helping shape a consistent, positive, and compliant workplace culture. This role is well‑suited for an HR professional with deep expertise in employee relations—particularly within manufacturing, industrial operations, trucking, or logistics—who brings strong judgment, composure, and the ability to balance legal compliance with practical, business‑aligned solutions.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or related field.
5+ years of progressive HR experience, with a specialization in employee relations.
Experience in manufacturing, trucking, logistics, or industrial operations.
Proven expertise conducting investigations and managing complex ER scenarios.
Strong understanding of employment law and HR best practices across multiple states.
Excellent communication, coaching, and conflict‑resolution skills.
Ability to operate independently, exercise sound judgment, and manage sensitive situations with professionalism.

Nice To Haves

Experience supporting or working within a unionized environment.
HR certifications such as PHR, SPHR, SHRM‑CP, or SHRM‑SCP.
Formal training in investigations (ex: workplace investigation methodologies, PROSCI change management).
Experience leveraging ER/risk management systems or case‑management tools.

Responsibilities

Serve as the primary lead for ER matters including disciplinary actions, corrective actions, performance improvement plans, and workplace concerns.
Conduct thorough, objective investigations into conduct issues, performance concerns, harassment, discrimination, and policy violations.
Prepare investigation summaries, findings, and recommendations with balanced, business‑focused judgment (“the art, not just the science”).
Ensure consistent application of policies, procedures, and disciplinary frameworks across all sites.
Guide managers on documentation, progressive discipline, performance management, and coaching conversations.
Partner with leadership to strengthen workplace culture, engagement, morale, and alignment with company values.
Identify root causes of recurring employee concerns and propose actionable solutions.
Support employee recognition, engagement, and communication initiatives that influence culture and retention.
Provide coaching and direction to supervisors and managers navigating performance concerns or conflict.
Deliver training on performance management, conflict resolution, attendance management, documentation, and respectful workplace practices.
Collaborate closely with HR partners to ensure consistent HR support across all shifts and sites.
Track ER trends and provide insights to HR and operations leadership to identify risk areas, patterns, or opportunities for improvement.
Use ER and risk‑management tools to document, track, and mitigate potential exposures.
Monitor employment law changes and translate updates into policy, manager guidance, and best practices.
Partner with Legal and HR leadership on sensitive or high‑risk cases.
Assist with escalated issues in the HR queue.
Support job description development to ensure compliance, clarity, and market relevance.
Occasionally support off‑shift investigations based on business need.