Regional Employee Relations Manager
About The Position
The Regional Employee Relations Manager serves as a strategic Human Resources partner to operational and HR leaders across a multi-site portfolio of approximately 7 to 9 Life Plan Communities. The role leads complex employee relations matters, conducts workplace investigations, advises leaders on employment practices and risk, and provides regional oversight of HR policy compliance and consistent application of organizational processes. The position also supports broader regional HR operations, leadership development, workforce initiatives, and organizational transitions. Working collaboratively with community HR leaders and functional HR teams, the role promotes effective HR practices, regulatory compliance, and organizational effectiveness while exercising substantial judgment and discretion in a complex, multi-site senior living environment. The position is primarily remote, with regular regional travel, including overnight travel, as needed. Candidates must be located in a state where HumanGood operates; California, Washington, and other West Coast states are preferred.
Requirements
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- Five to eight years of progressive Human Resources experience, including substantial employee relations responsibility.
- Demonstrated experience conducting workplace investigations.
- Strong knowledge of employment laws and regulations.
- Ability to manage multiple priorities across geographically dispersed locations.
- Strong judgment in handling sensitive and confidential matters.
- Strong communication, coaching, conflict resolution, and influencing skills.
- Analytical and problem-solving skills sufficient to assess risk, interpret facts, and recommend practical solutions.
Nice To Haves
- Multi-state experience.
- Experience in senior living, healthcare, or other multi-site service environments.
- HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
- Experience supporting union environments.
Responsibilities
- Lead prompt, thorough, and impartial investigations into team member complaints and workplace concerns, evaluate evidence, document findings, and recommend appropriate actions.
- Advise community HR leaders, Executive Directors, and regional operational leadership on employee relations, employment practices, policy interpretation, corrective action, and employment risk.
- Review and oversee job changes, involuntary terminations, and other employment actions to support consistent policy application, fair treatment, and legal compliance; provide guidance on unemployment claims.
- Provide regional guidance on leave administration, workplace accommodations, and the interactive process.
- Support community HR leaders with escalated recruiting, onboarding, payroll, HRIS, benefits, and other operational matters, partnering with functional HR teams to address recurring issues and strengthen compliance.
- Interpret and apply organizational policies and federal, state, and local employment laws, including wage and hour requirements, and partner with HR leadership and Legal on complex or high-risk matters.
- Partner with HR and operational leadership on talent management, performance management, succession planning, workforce planning, organizational effectiveness, and leadership development initiatives.
- Support acquisitions, affiliations, and organizational transitions, including workforce integration, HR team training, and implementation of organizational policies, practices, and procedures.
- Provide training, onboarding, coaching, and professional guidance to community HR leaders.
- Monitor employee relations trends, turnover, engagement, compliance concerns, and other workforce indicators; identify risks and recommend improvements.
- Design and deliver coaching and training for leaders and HR partners on performance management, conflict resolution, workplace investigations, policy application, and HR best practices.
- Maintain accurate and confidential documentation of investigations and sensitive employment matters, and coordinate escalation of significant legal, regulatory, reputational, or operational risks.
- Partner with senior HR leadership and Legal on escalated, high-risk, or litigation-related matters.
- Independently determine when formal investigations are warranted and establish their scope, approach, and interview strategy; evaluate evidence, assess credibility, draw conclusions, and recommend actions.
- Provide regional oversight of community HR employment practices, including job changes, involuntary terminations, leave administration, workplace accommodations, and policy compliance.
- Exercise independent judgment to identify employment risks, address process inconsistencies, and recommend corrective actions; provide input on HR policies and team member handbook content.
- Escalate terminations, reductions in force, severance arrangements, settlements, and matters involving significant legal, regulatory, or reputational risk for supervisory review and CHRO approval.
Benefits
- Health, dental, and vision plans beginning the first of the month following the start date.
- 20 days of paid time off, increasing with years of service, plus 7 company holidays.
- 401(k) with up to 4% employer match and immediate vesting.
- HSA option with employer contribution.
- Tuition reimbursement and continuing education programs.
- $25-per-line unlimited cell phone plan, plus taxes and fees.
- Cell phone stipend.
- Employer-paid employee assistance program.
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What This Job Offers
Job Type
Full-time
Career Level
Manager
