Senior Employee Relations Partner

Cherokee Federal•Tulsa, OK

About The Position

The Senior Employee Relations (ER) Partner leads enterprise employee relations strategy, balancing proactive prevention with effective case management across a highly distributed global workforce. This role strengthens performance through leader coaching and fair, consistent resolution of workplace issues. The Partner applies principled frameworks and policy standards with practical judgment, advises leaders on complex and high-risk people matters, identifies patterns and root causes to prevent escalation, and integrates data, technology, and compliance rigor to support sound decision-making and mitigate organizational risk.

Requirements

Bachelor’s degree in HR, Business, or related field required.
8+ years of progressive HR or Employee Relations experience.
Proven success leading employee relations strategies and programs for a diverse workforce.
Strong coaching skills with the ability to build high-trust, high-performance cultures.
Demonstrated integrity, discretion, and ability to handle sensitive matters confidentially.

Responsibilities

Lead the Positive Employee Relations function , defining strategy, standards, and programs that promote trust, early issue resolution, and consistent employee experience across a highly distributed workforce.
Partner with HRBPs and people managers to drive accountability, culture, and performance; equip leaders with guidance and scripts for complex or high-risk conversations.
Continuously improve ER processes through technology and automation , increasing scalability, data visibility, and proactive risk identification.
Translate workforce trends into targeted programs , tools, and training, including playbooks and resources, that strengthen manager capability and prevent avoidable issues.
Conduct intakes, lead investigations, and own case management end-to-end, ensuring timely resolution, sound judgment, and complete, compliant documentation.
Serve as a neutral advisor in conflict resolution and corrective action , guiding leaders through disciplinary decisions and sensitive separations in alignment with policy and risk tolerance.
Partner cross-functionally with HRBPs, Legal, Compliance, Security, and Operations to align on case strategy, performance management actions, organizational changes, and related communications.
Track ER/compliance metrics and trends; analyze data to identify risks and improvements; report insights and drive action plans.
Maintain handbook and policy governance; monitor regulatory changes and translate requirements into clear, practical guidance and updates.
Ensure consistent policy interpretation and application , identifying policy gaps, mitigating risk, and escalating high-impact or high-risk issues as needed.
Own HR compliance calendar and audit readiness , including EEO Filings, Affirmative Action Plans and VETS reporting.