Manager, Employee Relations

Person Centered Services•Buffalo, NY

About The Position

The Manager, Employee Relations leads the organization’s employee relations and performance management functions, providing HR leadership, consultation, and business partnership to support effective people management and mitigate operational risk. The role directly manages complex employee relations matters and investigations in support of HR compliance, policy, and risk management, while driving continuous improvement within assigned areas of responsibility. The Manager supervises an HR Business Partner and provides oversight, coaching, and support for employee relations matters and investigations. The position also advises organizational leaders and team members on HR policies, performance management, workplace concerns, and employment practices; develops and improves processes for managing employee relations and performance evaluations; and provides education and training to leaders. The Manager partners closely with the Senior Manager, HR Partnership & Leadership to coordinate employee relations, performance management, leadership effectiveness, and HR business partnership practices. As a leader, the Manager promotes a respectful, just, and supportive environment and a culture of inclusion and belonging. Other duties may be assigned as necessary.

Requirements

At least five years of HR experience at a management or senior level, with an emphasis on employee relations.
Experience conducting or overseeing investigations.
Experience developing and implementing performance management processes as a primary job responsibility.
Strong understanding of best practices for conducting investigations.
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and delegate when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Strong conflict management skills.
Sound business acumen and ability to establish credibility, trust, and partnership at all levels of the organization.
Ability to effectively manage multiple, competing, high-priority projects with varying deadlines.

Nice To Haves

Bachelor’s degree preferred, preferably in human resource management or a related field.

Responsibilities

Lead the organization’s employee relations function and directly manage complex and sensitive workplace concerns.
Advise leaders and team members on HR policies and procedures, performance evaluations, performance and conduct concerns, corrective action, and other employee relations matters.
Develop investigation plans and personally conduct complex and sensitive investigations, including allegations of misconduct, discrimination, harassment, retaliation, policy violations, and other workplace concerns.
Supervise the HR Business Partner, including coaching and managing team member performance.
Oversee, coach, and support the HR Business Partner in employee relations matters and investigations; review investigation plans, documentation, findings, and recommendations to promote thorough, objective, and consistent practices.
Prepare and review investigation reports, analyze findings, and provide evidence-based recommendations for resolution and corrective action.
Lead or participate in disciplinary meetings, terminations, investigations, and other sensitive team member interactions as appropriate.
Research and explain employment laws and legal affairs to managers, supervisors, and team members.
Provide day-to-day performance management guidance to management, including coaching, counseling, career development, and disciplinary actions.
Lead the strategic development, implementation, and continuous improvement of standardized tools, processes, and systems for documenting, tracking, and managing employee relations matters and ongoing performance evaluations.
Monitor compliance and effectiveness of performance evaluation processes; develop accurate, actionable reports to strengthen accountability and drive continuous improvement.
Guide and consult with leaders and HR team members on interpretation and consistent application of HR policies, procedures, and employment practices.
Provide education, coaching, and training to leaders on employee relations, performance management, HR policies, compliance, and other areas within the role’s scope.
Serve as a trusted HR advisor to organizational leaders, supporting effective leadership, sound people decisions, and organizational priorities.
Collaborate with organizational leaders to identify training needs and opportunities for skill enhancement.
Coordinate with the HR team and organizational leaders to deliver HR practices and solutions consistently and effectively.
Partner closely with the Senior Manager, HR Partnership & Leadership to align employee relations, performance management, leadership effectiveness, and HR business partnership practices, and identify opportunities for proactive leader support and consistent HR solutions.
Promote a respectful, just, and supportive environment and a culture focused on inclusion and belonging; actively seek, hire, and develop talented candidates and address inclusion-related issues fairly.
Perform other duties as necessary or assigned.