Manager, Employee Relations

Oregon Health & Science University•Portland, OR

2d•Remote

About The Position

The ACC leads fair, objective investigations into workplace concerns, ensuring outcomes are grounded in facts and aligned with policy. We emphasize consistency in how practices and disciplinary actions are applied, reducing the risk of future grievances while reinforcing a culture of People First! We manage formal employee grievances and respond to RFIs with professionalism and timeliness, helping to resolve issues constructively in partnership with the business. We deliver targeted training and educational resources to leaders and employees, empowering them with the knowledge to navigate workplace challenges, adhere to company policy and to uphold our Code of Conduct. We ensure our policies are clear, current, and consistently applied, supporting compliance with legal and contractual requirements. The Manager of Employee Relations for the Advice and Counsel Center (ACC) leads a team of ACC partners, senior partners, and associate partners, while also overseeing key projects managed by the ACC. This role provides expert guidance on a wide range of employee and labor relations matters, including: Employee misconduct Drug diversion and workplace impairment Policy and contract violations Performance management issues Social media-related concerns Leave and FLSA violations Grievance resolution Ethical issues and workplace violence In addition to supporting ACC team members, the Manager acts as a strategic consultant and collaborator across Human Resources functions, including HR Business Partners, Labor Relations, and the HR Service Center. The Manager of Employee Relations plays a critical role in shaping and sustaining a respectful, ethical, and legally compliant workplace culture aligned with OHSU’s Mission, Vision, and Code of Conduct. Through consistent policies, processes, and educational initiatives, this role fosters a culture of accountability, equity, and continuous improvement.

Requirements

Bachelor’s degree in business, HR or related field, and/or equivalent combination of education, experience, and training is required
6 years of progressively responsible Human Resources experience, or equivalent combination of education and experience is required.
At least 2 years in an employee relations and/or labor relations role is required.
Proven expertise in investigatory best practices, with the ability to navigate diverse perspectives, experiences, and cultures throughout the process.
Strong working knowledge of federal, state, and local employment laws (expert-level preferred).
Demonstrated ability to lead and develop a small team of HR professionals toward shared goals, through direct or indirect supervision.
Skilled in guiding leaders through employee relations decisions that align with organizational policies and legal obligations.
Committed to fostering an equitable and inclusive workplace through thoughtful interactions, decisions, and recommendations.
Maintains confidentiality, impartiality, and composure under pressure and tight deadlines.
Capable of working independently and collaboratively within a matrixed environment.
Experienced in leading projects from initiation to completion.

Nice To Haves

Master’s degree in related field, preferred.
2 years of management experience directly or indirectly over a group of HR professionals in the last 10 years is preferred.
Preferred experience in unionized healthcare, public, or educational environments.
Proven ability to lead policy reform efforts, including planning, implementation, and leader education.
Skilled in delivering training and education across diverse audiences within the organization.
Strong cultural awareness and ability to navigate investigations with sensitivity to varying perspectives and experiences.
Effective conflict resolution skills, with the ability to manage sensitive and emotionally charged situations with empathy and professionalism.
HR Certification preferred

Responsibilities

Lead efforts to promote a values-driven culture by ensuring consistent interpretation and application of HR policies, procedures, and employee relations practices—including performance management, conflict resolution, discipline, grievances, and arbitrations.
Apply a diversity, equity, and inclusion lens to identify organizational trends, design targeted interventions, and enhance the effectiveness of Employee Relations strategies.
Serve as a trusted partner across the organization, delivering exceptional service and building collaborative relationships that support each mission area.
Reviews and approves all trainings recommended to the director and learning and development that will be provided to the organization.
Provide strategic guidance and performance management for ACC team members, including Partners, Senior Partners, and Associate Partners.
Support team members with case assignments and approvals for complex actions such as: Terminations Skipping discipline levels Last chance agreements
Review summaries of findings for high-profile and large-scale investigations.
Monitor departmental caseloads and assess case complexity and trends.
Identify and address education needs for the ACC team, Human Resources, and the broader organization.
Develop, manage, educate on, and refine assigned processes and procedures.
Serve as a resource and subject matter expert for the ACC and OHSU Leadership teams.
Provide regular feedback on team performance and development.
Lead departmental change initiatives and approve escalated issues to ensure consistency and alignment with organizational goals.
Manages ACC Partner, Sr. Partner, and Associate Partner performance, provides timely feedback, training and education, and completes performance evaluations.
Manages and maintains onboarding schedule for new ACC team members; delegating tasks to the team to provide education and training.
Analyze ACC performance data and case trends to deliver actionable insights that inform strategic decisions and operational improvements.
Recommend enhancements to systems, tools, and educational initiatives that strengthen departmental effectiveness and support organizational goals.
Apply strong analytical skills to interpret complex data, identify patterns, and advocate for team and departmental development aligned with enterprise initiatives.
Review monthly metrics with Associate Partners and provide summary reports and recommendations to the Director.
Review all OCIC investigation findings and ensure disciplinary decisions processed by ACC are consistent, fair, and aligned with policy.
Lead resolution of complex and sensitive employee and labor relations matters.
Conduct investigations involving senior leadership across all areas of the organization, ensuring thoroughness and discretion.
Collaborate with cross-functional partners—including HR, Labor Relations, Legal, OCIC, Integrity, and Public Safety—to ensure a comprehensive and unified approach to case resolution.
Apply sound judgment and organizational awareness to navigate high-risk situations and support a respectful, compliant workplace culture.
Oversee ACC-led projects to ensure alignment with organizational goals, including initiatives such as annual renewals, reductions in force, union notices, and standard operating procedure (SOP) development.
Manage the annual renewal process by delegating tasks across the ACC team and reporting key updates, risks, and opportunities to the Director.
Co-chair the HR Policy Committee, leading efforts to update, clarify, and implement HR policies and addendums.
Develop and execute policy implementation strategies, including leader training, organizational communication, and union engagement.
Ensure policies are consistently applied and clearly understood across the organization, reinforcing a culture of accountability and compliance