Human Resources Manager - Employee Relations

Coastal Beverage Company Inc•Wilmington, NC

13h•Onsite

About The Position

The Human Resources Manager - Employee Relations will be responsible for developing and leading employee retention programs, serving as the primary subject matter expert on employee relations matters, and conducting complex workplace investigations. This role will also interpret and apply HR policies, coach managers, and partner with leadership on compensation strategy and compliance. Additionally, the manager will oversee unemployment claims, recruiting strategy, and analyze employee relations data to identify trends and recommend improvements.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or related field; or equivalent combination of education and experience.
6-10+ years of progressive HR experience with a strong focus on employee relations and compliance, including ADA compliance, workplace investigations, and developing employee retention strategies.
SHRM-CP/SCP or PHR/SPHR certification required.
Possess and display Coastal Beverage Company’s Core Values at all times: Craft It, Own It, Protect It, Celebrate It.
Proven experience conducting workplace investigations and managing complex employee issues.
Excellent judgment and decision-making skills in high-risk sensitive situations.
Ability to influence and coach leaders while maintaining objectivity.
Strong written communication skills, particularly in documentation and reporting.
High level of discretion and professionalism in handling confidential information.
Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
Deep knowledge of HR, including employment law and employee relations best practices.
Ability to travel up to 20% of the time.
Ability to maintain regular and punctual in-person attendance to support HR operations.
Ability to drive, valid driver’s license, and a driving record compliant with company standards.
Consent to pre-employment inquiries and tests including criminal background, MVR check, and drug tests.

Nice To Haves

Workplace investigation training or certification preferred.

Responsibilities

Develop and lead employee retention programs, frameworks, and practices that promote consistency, fairness, and alignment with company values.
Serve as the primary subject matter expert on employee relations matters, advising leadership on risk mitigation and appropriate actions.
Identify trends in employee relations issues and implement proactive solutions to improve workplace culture and reduce risk.
Serve as a trusted resource for employees to raise concerns, ensuring timely and appropriate response.
Promote a culture of respect, accountability, and open communication.
Lead and conduct complex workplace investigations involving policy violations, harassment, discrimination, misconduct, and other sensitive issues.
Ensure investigations are thorough, objective, well-documented, and compliant with legal standards.
Provide recommendations on corrective actions and ensure consistency in outcomes across the organization.
Interpret and apply HR policies, procedures, and employment laws to ensure consistent and defensible decision-making.
Partner with HR and leadership to update policies and practices based on evolving risks and organizational needs.
Ensure policies are clearly communicated and effectively implemented across all locations.
Coach and advise managers on employee relations matters, including performance management, disciplinary actions, and terminations.
Provide guidance on documentation practices to ensure audit-ready and legally defensible records.
Build leadership capability in handling employee concerns effectively and consistently.
Partner with leadership to develop, refine, and execute the Company’s compensation strategy, ensuring alignment with business objectives and market competitiveness.
Provide guidance to hiring managers to ensure adherence to established pay ranges, internal equity standards, and approval processes.
Manage salary structure governance, including pay ranges, job leveling alignment, and compensation adjustments.
Support annual compensation planning cycles, including pay increases, service awards, promotions, and market adjustments.
Monitor compensation trends and internal data to identify risks related to pay equity, compression, and retention.
Partner with executive leadership to ensure compensation decisions are both strategically aligned and financially sustainable.
Ensure employee relations practices align with applicable employment laws and regulations (e.g., EEO, ADA, FLSA, NLRA).
Prepare and submit required employer filings to federal, state, and local regulatory agencies and ensure timely filing and accurate record-keeping of mandatory compliance reports, including annual EEO-1 and VETS-4212 submissions.
Partner with HR and legal resources to mitigate litigation risk and ensure defensible outcomes.
Maintain documentation and reporting standards to support audits, claims, or legal inquiries.
Oversee unemployment claims, hearings, and related documentation.
Support responses to external agency inquiries related to employee relations matters.
Ensure consistency in documentation and responses to reduce organizational risk.
Supervise and manage the Recruiter, ensuring consistent execution of the Company’s recruiting processes and standards.
Oversee recruiting activity to ensure hiring practices are compliant, efficient, and aligned with business needs.
Manage and maintain the Company’s Affirmative Action Plan (AAP), ensuring accurate reporting, adherence to regulatory requirements, and mitigation of compliance risk.
Ensure hiring managers follow established recruiting processes and maintain accountability to Company hiring standards.
Analyze employee relations data (e.g., turnover, complaints, disciplinary actions) to identify patterns and root causes.
Develop actionable insights and recommendations to improve retention, engagement, and management effectiveness.
Directly supervise employee(s) in recruiting and employee relations.
Carry out supervisory responsibilities in accordance with the organization's policies and applicable laws.
Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; assessing performance; rewarding and disciplining employees; addressing complaints and resolving problems.
Take calls and respond to emails or texts before and after designated standard business hours for urgent business issues.