Employee Relations Senior Manager

Vertex Inc.•Boston, MA

4d•$121,100 - $181,700•Hybrid

About The Position

The Employee Relations Senior Manager serves as a trusted advisor and strategic partner to leaders, HR, Legal, Compliance, and employees in fostering a fair, respectful, and compliant workplace. This role leads complex employee relations matters, workplace investigations, and policy interpretation while helping the organization proactively identify and address workforce risks and trends. The Senior Manager plays a critical role in safeguarding employee experience, ensuring consistent application of policies and practices, and influencing organizational culture through objective, evidence-based decision making. This individual will also help modernize and scale employee relations processes, tools, and reporting to improve operational effectiveness and organizational insight.

Requirements

Bachelor's degree in Human Resources, Business, Psychology, Organizational Development, Employment Law, or related field.
8-12+ years of progressive HR or Employee Relations experience, with a minimum of 3-5 years of Employee Relations focus.
Significant experience conducting complex workplace investigations independently.
Strong knowledge of: Employee relations practices, Employment law, Workplace compliance, HR policies and procedures
Demonstrated ability to influence senior leaders and navigate highly sensitive situations.
Excellent interviewing, investigation, analytical, and report-writing skills.
Exceptional judgment, discretion, and ability to manage confidential information.

Nice To Haves

Experience within highly regulated industries such as: Pharmaceuticals, Biotechnology, Medical Devices, Healthcare, Financial Services, Other regulated environments
Experience supporting global organizations and cross-border employee relations matters.
Experience implementing or optimizing employee relations case management systems such as ServiceNow or similar platforms.
HR certification (SPHR, SHRM-SCP, AWI-CH, or equivalent).

Responsibilities

Lead and manage complex employee relations matters involving: Harassment and discrimination complaints, Workplace conduct concerns, Retaliation allegations, Performance and behavioral issues, Substance abuse concerns, Mental health and wellness-related workplace matters, Conflict of interest reviews, Other sensitive workplace issues
Conduct thorough, objective, and timely investigations involving employees, managers, and leaders.
Gather and evaluate evidence, interview parties and witnesses, determine findings, and develop recommendations.
Produce comprehensive investigation documentation, reports, and executive summaries that clearly articulate facts, findings, risk considerations, and recommended actions.
Partner closely with HR Business Partners, Legal, Compliance, Privacy, Internal Audit, Ethics, and business leaders to resolve sensitive employee matters.
Serve as a trusted advisor to managers and leaders regarding: Employment policies, Employee conduct, Workplace risk mitigation, Performance management, Corrective action, Employee engagement concerns
Influence decision making by providing balanced, objective perspectives and practical recommendations.
Interpret and apply company policies while ensuring consistency, fairness, and legal compliance.
Support policy governance efforts by identifying gaps, recommending enhancements, and contributing to policy development.
Maintain strong knowledge of federal, state, and international employment laws and emerging workplace trends.
Manage employee relations cases through case management systems and ensure accurate documentation and tracking.
Analyze employee relations data and trends to identify systemic issues and opportunities for organizational improvement.
Develop dashboards, reporting, and insights that inform HR and business leaders regarding workplace risk and employee experience trends.
Act as a steward of organizational culture and employee experience.
Identify recurring themes and emerging workforce risks and escalate insights to HR leadership.
Recommend proactive interventions, manager training, and process improvements to strengthen workplace culture and accountability.
Help shape scalable employee relations practices as the function continues to evolve and modernize.