Sr. Regional HR/Employee Relations Partner - Durham, NC

Fortrea•Durham, CA

23h•$85,000 - $100,000•Hybrid

About The Position

Job Overview: The Senior Regional HR/Employee Relations Partner leads the delivery of complex regional HR initiatives and serves as a trusted strategic advisor to senior leaders and people managers. This role has a strong emphasis on employee relations, including managing high-volume and high-risk cases, conducting investigations, and influencing outcomes that balance compliance, culture, and business priorities. The role is instrumental in shaping regional HR practices, resolving complex employee relations issues, and building durable manager capability through coaching, education, and accountability. Summary of Responsibilities: Employee Relations & Case Management (Primary Focus) Lead and manage complex, high-risk employee relations cases from intake through resolution, including investigations, performance management, disciplinary action, accommodations, grievances, and involuntary separations. Conduct or oversee thorough, impartial investigations involving sensitive issues such as harassment, discrimination, retaliation, ethics concerns, and policy violations. Provide expert guidance to leaders on risk assessment, mitigation strategies, and defensible decision-making aligned with employment law and company values. Ensure consistent application of policies while applying sound judgment in nuanced and ambiguous situations. Maintain accurate documentation and case records, ensuring compliance with internal standards and external regulatory requirements. Identify ER trends and root causes, using data and case insights to inform proactive interventions and policy enhancements. Strategic HR Partnership Lead the implementation of regional HR strategies and change initiatives with measurable business and people outcomes. Partner closely with senior leaders to address workforce risk, engagement, and culture-related challenges. Advise leaders on organizational decisions with ER implications, including restructures, role changes, reductions in force, and workforce transitions. Balance short-term resolution needs with long-term organizational health and leadership effectiveness. Manager Enablement & Capability Building Coach people managers at all levels on effective employee relations practices, including performance conversations, documentation, conflict resolution, and inclusive leadership behaviors. Design and deliver manager enablement programs focused on ER fundamentals, policy application, and risk prevention. Strengthen accountability by helping leaders understand their role in creating compliant, respectful, and high-performing teams. Policy, Compliance & Regional Expertise Interpret and adapt HR policies to meet legal, cultural, and business needs across the region. Serve as a regional subject matter expert on employee relations, employment law fundamentals, and emerging workplace trends. Stay current on federal, state, and local employment regulations and translate changes into practical guidance for leaders. Partner with Legal, Compliance, and HR Centers of Excellence to ensure alignment and consistency. Collaboration & Leadership Act as a key liaison with HR COEs (Employee Relations, Legal, Talent, Total Rewards, DEI) to ensure cohesive delivery of HR solutions. May lead HR initiatives for a specific function or business segment within the region. Serve as a role model for professionalism, discretion, and ethical decision-making.

Requirements

Bachelor’s degree or equivalent relevant academic qualification Fortrea may consider relevant and equivalent experience in lieu of educational requirements.
Minimum of 5 years of progressive HR experience, with at least 3 years of direct employee relations experience managing complex cases.
Demonstrated experience conducting workplace investigations and advising leaders on sensitive employee matters.
Experience partnering with senior leaders in a fast-paced, matrixed environment.
Strong working knowledge of U.S. employment laws and ER best practices.
This is a Hybrid role, must be within driving distance to the Durham, NC office

Responsibilities

Lead and manage complex, high-risk employee relations cases from intake through resolution, including investigations, performance management, disciplinary action, accommodations, grievances, and involuntary separations.
Conduct or oversee thorough, impartial investigations involving sensitive issues such as harassment, discrimination, retaliation, ethics concerns, and policy violations.
Provide expert guidance to leaders on risk assessment, mitigation strategies, and defensible decision-making aligned with employment law and company values.
Ensure consistent application of policies while applying sound judgment in nuanced and ambiguous situations.
Maintain accurate documentation and case records, ensuring compliance with internal standards and external regulatory requirements.
Identify ER trends and root causes, using data and case insights to inform proactive interventions and policy enhancements.
Lead the implementation of regional HR strategies and change initiatives with measurable business and people outcomes.
Partner closely with senior leaders to address workforce risk, engagement, and culture-related challenges.
Advise leaders on organizational decisions with ER implications, including restructures, role changes, reductions in force, and workforce transitions.
Balance short-term resolution needs with long-term organizational health and leadership effectiveness.
Coach people managers at all levels on effective employee relations practices, including performance conversations, documentation, conflict resolution, and inclusive leadership behaviors.
Design and deliver manager enablement programs focused on ER fundamentals, policy application, and risk prevention.
Strengthen accountability by helping leaders understand their role in creating compliant, respectful, and high-performing teams.
Interpret and adapt HR policies to meet legal, cultural, and business needs across the region.
Serve as a regional subject matter expert on employee relations, employment law fundamentals, and emerging workplace trends.
Stay current on federal, state, and local employment regulations and translate changes into practical guidance for leaders.
Partner with Legal, Compliance, and HR Centers of Excellence to ensure alignment and consistency.
Act as a key liaison with HR COEs (Employee Relations, Legal, Talent, Total Rewards, DEI) to ensure cohesive delivery of HR solutions.
May lead HR initiatives for a specific function or business segment within the region.
Serve as a role model for professionalism, discretion, and ethical decision-making.