Employee Relations Regional Partner

Military Spouse Corporate Career Network•Indianapolis, IN

1d•Hybrid

About The Position

The Employee Relations (ER) Regional Partner (Technical Manager) serves as the dedicated, senior-level ER subject-matter expert for a designated operations region. In addition to handling complex escalations and leading workplace investigations, this role takes on a proactive, strategic dimension, coaching regional leaders on progressive discipline before issues escalate, building self-service training and tools, partnering with the HR Service Desk on intake, and owning virtual and in-person connection points with regional operations leadership. The position reports to the Director, Employee Relations, and supports the key initiatives and goals of the department and Company.

Requirements

Senior-level ER subject-matter expert
Experience handling complex escalations
Experience leading workplace investigations
Experience coaching regional leaders on progressive discipline
Experience building self-service training and tools
Experience partnering with HR Service Desk on intake
Experience owning virtual and in-person connection points with regional operations leadership
Knowledge of conflict resolution, disciplinary actions, investigations, leaves of absence and accommodations, performance management, and terminations
Experience conducting interviews, collecting evidence, drafting comprehensive reports, and presenting findings and recommendations
Experience overseeing the Report a Concern process
Ability to use regional case data to identify trends and potential issues
Ability to implement proactive strategies and training
Ability to partner with Legal counsel to assess risk and ensure HR practices and decisions are legally sound and compliant with employment laws
Knowledge of DEIB principles
Knowledge of employment law across multiple states
Experience conducting and managing exit interviews
Ability to synthesize findings and surface retention themes and insights
Ability to establish and maintain regular virtual and in-person touchpoints with regional operations leadership
Ability to provide in-person presence in the region for relationship-building and reporting
Ability to capture regional learnings through structured look-backs
Ability to maintain awareness and reporting of emerging issues, recurring patterns, and areas of risk
Ability to lead or participate in special projects

Responsibilities

Act as the primary ER point of contact for a designated region, advising on complex escalations including conflict resolution, disciplinary actions, investigations, leaves of absence and accommodations, performance management, and terminations.
Lead sensitive and complex workplace investigations (discrimination, harassment, retaliation), conducting interviews, collecting evidence, drafting comprehensive reports, and presenting findings and recommendations to the ER Director and leadership.
Oversee the Report a Concern process through fact-finding and partner with the ER Director to provide appropriate feedback and resolutions to employees.
Use regional case data to identify trends and potential issues; work with Regional Directors to implement proactive strategies and training.
Partner with Legal counsel and the ER Director to assess risk and ensure HR practices and decisions are legally sound and compliant with employment laws.
Embed DEIB principles into everyday regional practices, processes, and policies; stay current on employment law across the region's states and communicate compliance accordingly.
Conduct and manage doctor exit interviews; synthesize findings and surface retention themes and insights to the ER Director and regional leadership.
Proactive progressive-discipline coaching. Coach regional leaders on progressive discipline before situations escalate, rather than only responding once a matter reaches ER.
Communicate clear seriousness criteria that warrant formally engaging Employee Relations, ensuring consistent escalation across the region.
Establish and maintain regular virtual and in-person touchpoints with regional operations leadership.
Provide in-person presence in the region for relationship-building and reporting, with additional travel as investigations or escalations require.
Capture regional learnings through structured look-backs on what went well and what did not, escalating significant items to Regional Leadership and ER Director.
Maintain awareness and reporting of emerging issues, recurring patterns, and areas of risk: including leaves, progressive-discipline statuses, immigration, investigations, provider terminations, retention, training completion, and workers comp.
Lead or participate in special projects as directed by the ER Director.