Program Director, Employee Relations

Masco Corporation•Livonia, MI

4d•$121,300 - $190,630

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 the company. Operating through Masco’s HR for HR model and reporting to the Executive HR Business Partner, the Program Director, Employee Relations will serve as the enterprise ER subject matter expert and escalation point for complex employee matters. This is a player/coach role that combines building the future-state ER capability with personally leading high-risk, sensitive, and precedent-setting matters. The role will establish practical enterprise ER ways of working, including responsibilities, decision-making processes, escalation paths, standards, and processes for raising, assessing, documenting, and resolving employee matters. It will use case management technology, automation, and emerging tools to simplify work and improve visibility; develop practical tools, training, and playbooks for leaders and HR teams; and use employee insights, case trends, and workforce data to identify recurring themes and risks. The director will partner with HR, Legal, business leaders, and stakeholders across the enterprise to implement, evaluate, and improve the model while addressing current employee matters. The position may be based at Masco’s corporate headquarters in Livonia, Michigan, or at a business-unit corporate office in Southern California or Indianapolis, Indiana, with travel across the enterprise as needed.

Requirements

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 converting ER strategy into practical processes, standards, tools, and ways of working.
Experience personally conducting complex workplace investigations and handling sensitive, high-risk employee matters.
Experience advising senior leaders on difficult employee decisions, balancing legal risk, business needs, and employee impact.
Experience partnering with Legal on sensitive investigations, employment matters, and consequential decisions.
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 improvements.
Experience coaching leaders and HR teams through challenging situations and building their capability.
Experience leading change across businesses, locations, and teams.
Deep knowledge of U.S. employment practices, sound business judgment, and ability to make thoughtful decisions amid ambiguity.
Practical, resourceful approach; 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, translating strategy into clear responsibilities, decision-making processes, escalation paths, standards, and practical ways of working.
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, assess risks, and support thoughtful, timely decisions.
Develop 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 manage difficult conversations, performance concerns, and employee issues.
Coach leaders and HR teams through challenging situations and build their ER capability and confidence.
Analyze case trends, employee insights, and workforce data to identify recurring themes, opportunities, and emerging risks.
Partner across the enterprise to implement ER processes and tools, gather feedback, and make improvements.
Partner closely with Legal on sensitive investigations, employment matters, and decisions involving meaningful organizational risk.
Lead change across businesses, locations, and teams through relationship-building, practical solutions, and hands-on execution.