Sr. Employee Relations Manager

Benefit Cosmetics•San Francisco, CA

8d•$116,000 - $178,000•Hybrid

About The Position

The Sr. Employee Relations Manager will be a critical member of the People Team at Benefit Cosmetics. This role will oversee and conduct all employee investigations, implement best practices for employee concern resolution, and support ethics & compliance initiatives. The position requires an experienced and meticulous professional with a deep understanding of employment law, conflict resolution, and effective communication. The Employee Relations Manager will play a pivotal role in maintaining a fair, compliant, and positive work environment across all retail and corporate teams.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent experience may be accepted
7-9 years of progressive experience in Employee Relations, with a strong emphasis on conducting complex investigations, preferably within a retail or similarly fast-paced environment.
Strong expertise in employment law, including federal, state, and local regulations.
Proven ability to conduct fair, thorough, and confidential investigations with a high degree of integrity and discretion.
Proficiency in HRIS systems and Microsoft Office Suite.

Nice To Haves

Certifications such as PHR, SPHR, SHRM-CP, SHRM-SCP, or CEI (Certified Employee Investigator) are a plus.

Responsibilities

Lead and manage all internal investigations related to employee relations matters, including but not limited to harassment, discrimination, retaliation, ethics violations, policy breaches, workplace misconduct, and other general employee concerns across corporate and retail teams.
Develop comprehensive investigation plans, including identifying relevant witnesses, gathering evidence, and conducting impartial interviews.
Maintain detailed and accurate documentation of all investigations, investigation length, findings, and resolutions.
Provide clear, concise, and defensible investigation reports with recommendations for appropriate corrective actions/next steps.
Ensure all investigations are conducted thoroughly, objectively, and in a timely manner, adhering to company policies and legal requirements.
Partner with Sr. Director, HR, relevant HRBP, and leadership on investigation findings and recommend next steps.
Serve as a primary point of contact for employees and managers regarding workplace concerns, providing guidance and support.
Develop, implement, and continuously improve best practices for employee concern reporting, investigations and conflict resolution processes.
Stay current with federal, state, and local employment laws and regulations (e.g., Title VII, ADA, FMLA, FLSA, etc.) to ensure company compliance and mitigate legal risks.
Partner with Legal counsel & Sr. Director HR as needed on complex cases or potential litigation.
Contribute to the development and revision of HR policies and procedures related to employee conduct, grievance processes, and disciplinary actions.
Compile regular ER reporting to showcase trends, improvements, and areas of growth for Benefit. Coach HRBPs and Leaders on trends and potential improvements.
In Partnership with HRBPs, facilitate mediation and conflict resolution sessions to address employee disputes and foster positive working relationships.
Partner with HRBP regularly to discuss ER trends. Proactively identify and address potential employee relations issues to prevent escalation.
Be a champion for compliance and employee relations, ensuring best practices are outlined, clear and available to teams.
In collaboration with HRIS, design and regularly produce ER insights and analysis for HR Team and Benefit leadership.
Highlight and root cause ER trends, show successes, areas for improvement, and/or risks in the employee experience, and make recommended mitigation steps.
In collaboration with Training & Development, deliver educational moments for managers and employees on topics such as effective communication, conflict resolution, respectful workplace conduct, and investigation protocols as needed.
In collaboration with the HRBPs, provide guidance on proper disciplinary actions and performance management techniques.
Partner with HR Business Partners, Legal, and other stakeholders to provide expert advice and guidance on complex employee relations matters.
Collaborate with HRBPs to implement consistent and fair application of company policies.
Provide strategic insights and recommendations to senior leadership on trends and patterns in employee relations issues.