Program Director, Employee Relations

Masco•Livonia, MI

About The Position

Masco is building an enterprise Employee Relations (ER) Center of Excellence to strengthen consistency, decision-making, and early resolution of employee matters across its businesses. Operating through Masco’s HR for HR model and reporting to the Executive HR Business Partner, the Program Director will serve as the enterprise ER subject matter expert and escalation point for complex employee matters. This is a hands-on player/coach role: the director will build the future-state ER capability while personally leading high-risk, sensitive, and precedent-setting matters. The role will establish practical enterprise ER processes, responsibilities, decision-making standards, and escalation paths; improve how matters are raised, assessed, documented, and resolved; and use case-management technology, automation, and emerging tools to increase visibility and reduce complexity. The director will create training, tools, and playbooks that help leaders and HR teams address employee issues and difficult conversations with greater confidence. The director will use case trends, employee insights, and workforce data to identify recurring themes and emerging risks, and partner with HR, Legal, business leaders, and teams across the enterprise to implement and continually improve the model. The position is based at Masco’s corporate headquarters in Livonia, Michigan, or a business-unit corporate office in Southern California or Indianapolis, Indiana, with travel across the enterprise as needed.

Requirements

At least 10 years of progressive HR experience, including significant Employee Relations leadership experience in a complex, matrixed, or multi-site organization supporting diverse workforce populations.
Bachelor’s degree or equivalent experience.
Experience building, expanding, or meaningfully transforming an ER function, Center of Excellence, or enterprise service model, with demonstrable results.
Experience translating ER strategy into practical processes, standards, tools, and ways of working.
Experience personally conducting complex workplace investigations and navigating sensitive, high-risk employee matters.
Experience advising senior leaders on difficult employee decisions and balancing legal risk, business needs, and employee impact.
Experience handling complex performance concerns, corrective action, accommodations, documentation, and separation decisions.
Experience using employee-relations data and case trends to identify patterns, risks, and opportunities to improve issue management.
Experience coaching leaders and HR teams through challenging situations and building their capability.
Experience leading change across businesses, locations, and teams through relationship-building, practical solutions, and hands-on execution.
Deep knowledge of U.S. employment practices, sound business judgment, and ability to make thoughtful decisions amid ambiguity.
Ability to build trust, influence decisions, and move difficult issues forward with credibility, empathy, and sound judgment.

Nice To Haves

Global experience.

Responsibilities

Build the enterprise Employee Relations model, including clear responsibilities, decision-making processes, escalation paths, and consistent standards.
Personally lead complex investigations and high-risk, sensitive, and precedent-setting employee matters from intake through resolution.
Advise leaders and HR teams on difficult situations, risks, and timely, thoughtful decisions.
Develop clear processes for raising, assessing, escalating, documenting, and resolving employee matters.
Use case-management technology, automation, and emerging tools to reduce complexity and improve visibility.
Create practical tools, training, and playbooks to help leaders and HR teams handle difficult conversations, performance concerns, and employee issues.
Provide hands-on support to leaders and HR teams in complicated situations and build their ER capability and confidence.
Analyze case trends, employee insights, and workforce data to identify patterns, opportunities, and emerging risks.
Partner across the enterprise to implement ER processes and tools, gather feedback, and make improvements.
Partner with Legal on sensitive investigations, employment matters, and decisions involving significant organizational risk.