Sr HR Manager, Employee Relations & Investigations MGT

Patterson-UTI•Houston, TX

About The Position

Brief Description: The Senior Manager, Employee Relations & Investigations, will serve as the primary point of contact on certain employee relations matters and workplace investigations across corporate offices, field operations, manufacturing facilities, and other operating locations within a publicly traded oil & gas services organization. This role is responsible for ensuring employee concerns are properly addressed, conducting investigations, advising leaders on complex employee issues and ensuring consistent application of Company policies. The role partners closely with Legal, Compliance, Health, Safety and Environment and Internal Audit (as applicable), and serves as the primary escalation point for HR Business Partners and operational leaders on matters related to employee relations and workplace investigations. The role is important in helping the Company mitigate organizational risk, maintain investigation standards, and reinforce a respectful, accountable workplace culture. This position will report to the VP HR Global Business Partners. Detailed Description Investigations Oversee and conduct complex investigations involving discrimination, harassment, retaliation, ethics violations, safety misconduct, workplace violence, fraud, and policy breaches across corporate and field environments. Ensure promptness, neutrality, confidentiality, and well-documented investigation records. Develop investigation plans including (as applicable) scope definition, witness strategy, document review, and timeline management. Conduct interviews across multi-location operational settings, including corporate offices, manufacturing facilities and field sites. Evaluate information gathered during investigations, assess credibility from witness interviews, determine findings based on facts, and prepare investigation summaries for Legal and leadership review (as applicable). Ensure proper utilization of the Company’s case management system for documenting, tracking and managing employee relations matters. Monitor case metrics and provide reporting to HR and Legal as requested. Identify recurring themes and escalate concerns to HR leadership or Legal for review. Recommend corrective and preventative actions consistent with Company policy and applicable employment laws. Employee Relations Serve as primary point of contact for escalation of employee relations issues, including reports of workplace misconduct, policy violations, workplace conflicts, performance concerns, policy interpretation, disciplinary actions and employment separations. Provide guidance and coaching to managers and HR Business Partners on employee relations matters, performance concerns and corrective and preventative actions. Evaluate complex employee issues and recommend appropriate resolutions aligned with Company policies and the law. Support leaders in managing sensitive employee situations including discipline, terminations and workplace accommodations. Ensure employee relations practices align with Company policies. Identify trends in employee relations issues and recommend improvements to policies, training or processes. Legal Partnership & Compliance Partner closely with Legal (internal and external) on investigations (as directed) and agency responses (EEOC, DOL, OSHA, state agencies) and support litigation preparation as needed. Ensure investigations comply with federal, state, and local employment regulations and internal governance requirements. Maintain audit-ready documentation and investigation records that meet legal and compliance standards. Advisory & Leader Support Coach HR and operational leaders on documentation practices, appropriate escalation, and compliance considerations. Collaborate with HR Centers of Excellence (COE) to address underlying drivers of recurring employee relations concerns. Team Leadership Lead and develop other employees on investigation techniques or proper handling of employee relations concerns. Provide coaching and feedback to ensure consistent investigative practices and professional development. Promote a culture of ethical conduct, accountability, safety, and respect across diverse operational and geographic environments. Demonstrated ability in the following leadership competencies: Builds and Maintains Effective Relationships Develops Self and Others Builds Effective Teams Courageous Leadership Managing Vision and Purpose Business Acumen Drive for Results Customer focus Decision Quality

Requirements

Ability to maintain strict confidentiality and exercise sound judgment in high-risk and highly confidential situations.
Strong working knowledge of federal, state, and local employment laws (Title VII, ADA, ADEA, FLSA, FMLA, etc.).
Demonstrated experience conducting complex, objective workplace investigations.
Proven ability to evaluate evidence and make sound, fact-based determinations.
Experience partnering with Legal Counsel and senior business leaders on sensitive employee relations matters.
Strong verbal and written communication skills, including preparation of detailed investigation documentation.
Strong time management and organizational skills in a fast-paced, deadline-driven environment.
Proficiency in Microsoft Office (e.g., Excel, Word, PowerPoint) and case management systems.
Ability to work under time-sensitive deadlines and maintain a calm and professional demeanor when adversity is encountered.
Experience responding to EEOC, DOL, OSHA, or other regulatory agency matters.
Experience leading or mentoring workplace investigators or HR team members.
Ability to travel 30–40% to support multi-location operations.
Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or related field of study.
10+ years of progressive Human Resources experience.
5+ years of direct experience conducting employee relations investigations, including supervisory experience.

Nice To Haves

Master’s degree or Juris Doctor (JD).
Professional HR certification (SHRM-SCP, SPHR) and/or formal workplace investigations certification.
Experience leading a team.
Experience within a publicly traded, mid-to-large, multi-state organization.
Experience in oil & gas services, industrial operations, manufacturing, construction, or other field-based operational environments.

Responsibilities

Oversee and conduct complex investigations involving discrimination, harassment, retaliation, ethics violations, safety misconduct, workplace violence, fraud, and policy breaches across corporate and field environments.
Ensure promptness, neutrality, confidentiality, and well-documented investigation records.
Develop investigation plans including (as applicable) scope definition, witness strategy, document review, and timeline management.
Conduct interviews across multi-location operational settings, including corporate offices, manufacturing facilities and field sites.
Evaluate information gathered during investigations, assess credibility from witness interviews, determine findings based on facts, and prepare investigation summaries for Legal and leadership review (as applicable).
Ensure proper utilization of the Company’s case management system for documenting, tracking and managing employee relations matters.
Monitor case metrics and provide reporting to HR and Legal as requested.
Identify recurring themes and escalate concerns to HR leadership or Legal for review.
Recommend corrective and preventative actions consistent with Company policy and applicable employment laws.
Serve as primary point of contact for escalation of employee relations issues, including reports of workplace misconduct, policy violations, workplace conflicts, performance concerns, policy interpretation, disciplinary actions and employment separations.
Provide guidance and coaching to managers and HR Business Partners on employee relations matters, performance concerns and corrective and preventative actions.
Evaluate complex employee issues and recommend appropriate resolutions aligned with Company policies and the law.
Support leaders in managing sensitive employee situations including discipline, terminations and workplace accommodations.
Ensure employee relations practices align with Company policies.
Identify trends in employee relations issues and recommend improvements to policies, training or processes.
Partner closely with Legal (internal and external) on investigations (as directed) and agency responses (EEOC, DOL, OSHA, state agencies) and support litigation preparation as needed.
Ensure investigations comply with federal, state, and local employment regulations and internal governance requirements.
Maintain audit-ready documentation and investigation records that meet legal and compliance standards.
Coach HR and operational leaders on documentation practices, appropriate escalation, and compliance considerations.
Collaborate with HR Centers of Excellence (COE) to address underlying drivers of recurring employee relations concerns.
Lead and develop other employees on investigation techniques or proper handling of employee relations concerns.
Provide coaching and feedback to ensure consistent investigative practices and professional development.
Promote a culture of ethical conduct, accountability, safety, and respect across diverse operational and geographic environments.