Sr. Employee Relations Consultant

TDECU • Houston, TX

2d • Hybrid

About The Position

The Sr. Employee Relations Consultant operates as an experienced individual contributor and trusted advisor to TDECU, driving proactive employee relations strategy within a regulated, member-focused credit union environment. This role extends beyond case management to shape workplace culture, inform policy design, and influence leadership decision-making through a lens of organizational risk, compliance, and employee engagement. This position partners closely with Legal, Compliance, and HR leadership to manage complex employee relations matters, lead high-impact investigations, and design sustainable practices that strengthen workforce stability, enhance retention, and protect organizational integrity. By leveraging workforce data and trend analysis, the role identifies systemic issues and translates insights into actionable strategies that align employee relations outcomes with business performance and member experience.

Requirements

• 7+ years of progressive experience in employee relations, human resources, or labor relations
• Demonstrated ability to operate in a strategic advisory capacity with measurable influence on leadership decisions and organizational outcomes
• Experience managing complex, high-risk employee relations matters and investigations
• Experience within a highly regulated industry
• Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field
• SHRM- SCP, SPHR, SHRM-CP, PHR, or equivalent certification required
• Deep knowledge of employment laws and regulatory requirements within a highly regulated environment
• Strong analytical capability with the ability to interpret workforce data and translate insights into strategy
• Advanced conflict resolution, mediation, and investigative skills
• Ability to influence and coach leaders at all levels without direct authority
• Strong executive presence and communication skills (written and verbal)
• High level of discretion, judgment, and integrity in handling sensitive matters
• Ability to connect employee relations strategy to business performance and member experience

Nice To Haves

• Master’s degree preferred

Responsibilities

• Advise senior leaders on employee relations trends, organizational risk, and proactive strategies to improve retention, engagement, and leadership effectiveness
• Translate ER data and case trends into actionable insights that inform business decisions and workforce planning
• Influence decision-making by framing risk, precedent, and long-term organizational impact—not just policy interpretation
• Review, design, and refine HR policies and practices to ensure alignment with federal, state, and local employment laws, as well as regulatory expectations within financial services
• Drive consistency and governance in policy application, identifying gaps and recommending enhancements to reduce risk and ambiguity
• Partner with Legal and Compliance to ensure ER practices support a strong control environment and regulatory readiness
• Lead and oversee complex, high-risk employee relations matters, including sensitive investigations, leadership escalations, and workplace disputes
• Conduct thorough, objective investigations; synthesize findings into clear, defensible recommendations aligned with policy, precedent, and business context
• Ensure documentation and outcomes meet legal, regulatory, and internal governance standards
• Proactively resolve complex workplace conflicts through structured mediation, coaching, and resolution strategies
• Serve as a culture steward, reinforcing behaviors and practices that align with credit union values and a member-first mindset
• Anticipate and mitigate workplace issues before escalation, reducing organizational disruption and risk exposure
• Partner with leaders on performance management, restructuring efforts, and change initiatives, ensuring alignment with organizational goals and workforce impact
• Diagnose root causes of performance and behavior challenges, connecting individual issues to systemic or leadership-driven factors
• Support change management efforts by addressing employee impact, risk, and communication strategies
• Utilize HR analytics to monitor trends in employee relations, engagement, and turnover; identify patterns and recommend targeted interventions
• Prepare executive-level summaries that connect ER activity to business outcomes, risk mitigation, and member experience
• Contribute to continuous improvement of ER processes, tools, and frameworks to enhance efficiency and effectiveness

Benefits

• Transparency in Coverage Link

What This Job Offers

• Job Type: Full-time
• Career Level: Senior