Manager, Employee Relations

About This Role

Managing employee relations and performance for the organization is the core of this role, providing HR leadership and consultation to support effective people management and mitigate operational risk. The Manager directly handles complex employee relations matters and investigations, ensuring HR compliance, policy adherence, and risk management, while also driving continuous improvement in their assigned areas.

Responsibilities

• Lead the organization’s employee relations function and directly manage employee relations matters, including complex and sensitive workplace concerns
• Provide advice and guidance to leaders and team members regarding HR policies and procedures, performance evaluations, performance and conduct concerns, corrective action, and other employee relations matters
• Develop and execute comprehensive investigation plans, personally conducting complex and sensitive investigations involving allegations of misconduct, discrimination, harassment, retaliation, policy violations, and other workplace concerns
• Supervise HR Business Partner, coaching and managing team member performance
• Provide oversight, coaching, and support to HR Business Partner conducting employee relations matters and investigations, including reviewing investigation plans, documentation, findings, and recommendations to promote thorough, objective, and consistent practices
• Prepare and review investigation reports, analyze findings, and provide evidence-based recommendations for appropriate resolution and corrective action
• Lead or participate in team member disciplinary meetings, terminations, investigations, and other sensitive team member interaction as appropriate
• Research and explain laws and legal affairs concerning employment to managers, supervisors, and team members
• Provide day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions)
• Lead the strategic development, implementation, and continuous improvement of standardized tools, processes, and systems that support consistent documentation, tracking, and management of employee relation matters and ongoing performance evaluations
• Provide oversight of performance evaluation processes by monitoring compliance and effectiveness; developing accurate, actionable reports to strengthen accountability and drive continuous improvement
• Provide guidance and consultation to leaders and HR team members regarding the interpretation and consistent application of HR policies, procedures, and employment practices
• Provide education, coaching, and training to leaders regarding employee relations, performance management, HR policies, compliance, and other areas within the position’s scope
• Serve as a trusted HR advisor to organizational leaders, providing consultation and HR expertise to support effective leadership, sound people decisions, and organizational priorities
• Collaborate with organizational leaders to identify training needs and opportunities for skill enhancement
• Collaborate across the HR team and with organizational leaders to ensure coordinated, consistent, and effective delivery of HR practices and solutions
• Partner closely with the Senior Manager, HR Partnership & Leadership to ensure alignment across employee relations, performance management, leadership effectiveness, and HR business partnership practices and identify opportunities for proactive leader support and consistent HR solutions
• Commit to a respectful, just, and supportive environment for all individuals and team members aligning with the company’s commitment to, inclusion and belonging
• As a leader, set and promote a culture focused on, inclusion and belonging in all business practices. This includes actively seeking, hiring, and developing talented candidates and appropriately and fairly addressing issues related to inclusion in all interactions with team members
• Perform other duties as necessary or assigned

Requirements

• Excellent verbal and written communication skills
• Excellent interpersonal, negotiation, and conflict resolution skills
• Excellent organizational skills and attention to detail
• Strong analytical and problem-solving skills
• Ability to prioritize tasks and to delegate them when appropriate
• Ability to act with integrity, professionalism, and confidentiality
• Thorough knowledge of employment-related laws and regulations
• Strong conflict management skills
• Sound business acumen and the ability to establish credibility, trust, and partnership at all levels of the organization
• Ability to effectively manage multiple, competing, and high priority projects with varying deadlines
• At least five years of HR experience at a management or senior level with emphasis on employee relations required
• Experience in conducting or overseeing investigations, as well as development and implementation of performance management processes as a primary job responsibility
• Strong understanding of best practices related to conducting investigations

Nice to have:

• Bachelor's degree, preferably in human resource management or related field

Benefits

• 20 days of paid time off (PTO) in your first year, increasing to 25 days in your second year
• 13 paid holidays
• Comprehensive health insurance plans (Medical, Dental & Vision)
• 401(k) - the Company matches 50% of the first 6% up to a maximum of 3%
• Company paid basic life insurance
• Company paid long-term disability
• Lifestyle Spending Account with a benefit of up to $500 set aside for employees to spend on wellness eligible expenses
• Employee discount and wellness programs - Currently providing 3 paid hours per week for exercise, volunteering or personal wellness
• Professional development opportunities including mentorship program options and ongoing coaching

Important Details

• New Employee Orientation (NEO): All new team members participate in NEO offered Monday - Friday both onsite and online. Day one includes in-person training at our West Seneca, NY office.

About the Company

Person Centered Services helps people with intellectual and developmental disabilities, while also supporting their employees' career goals.