Senior Director of Employee Relations

The Senior Director of Employee Relations will provide management oversight and supervision to the employee relations partners and provide guidance to all employees on a wide variety of employee relations topics. Drive culture change using Employee Relations group by aligning daily workplace practices with core values, helping managers handle team conflicts early and building trust and shift from just enforcing to partnering. Employee Relations Strategy & Leadership Develop and execute the Employee Relations strategy aligned with business goals and critical stakeholders by leading the Employee Relations team to establish standards, governance, and service delivery models Develop and execute sustainable, scalable initiatives, mechanisms, and programs that drive long‑lasting change at all levels of the organization Swiftly produce high‑quality executive level communications that concisely analyze challenges and move solutions from concept to execution, translating complex employee relations issues into actionable solutions. Set and maintain consistent investigative standards, documentation protocols, and ER governance frameworks to ensure high-quality, uniform ER practice across the Authority. Leadership & Influence Influence leaders to secure alignment, build support, and cultivate positive change agents across the organization Build constructive relationships with critical stakeholders and peers to share information, influence change, and leverage resources to deliver results. Lead organizational culture change initiatives that foster employee engagement, accountability, and a respectful workplace. Drive culture change by utilizing employee relations information to educate leaders and managers regarding issues and problems being reported to the employee relations and guide proactive strategies of how they can be addressed. Work with other workforce internal groups (such as business partner team and training team) to ensure a cohesive internal strategy of joint culture change throughout the MBTA business groups Lead, mentor and provide strategic direction to Employee Relations professionals in advising HR Business Partners (HRBPs), managers, and leadership on workplace conflicts, performance management, workforce assessments, organizational restructures, job descriptions, employee complaints, and mediation efforts. Coach management and serve as a trusted advisor on difficult employee situations, conflict resolution, leadership effectiveness, organizational change, and difficult conversations. Work with Training Leaders to design manager training on investigations, documentation, performance management, respectful workplace, harassment prevention, conflict management, and employment law compliance. Design solutions for a single person, site, station, or situation, and then translate, design, and launch sustainable mechanisms for the entire agency. Challenge current practices, industry status quo, and generate creative mechanisms that bring about large‑scale solutions to improve organizational effectiveness. Work in ambiguous situations and persevere through internal and external barriers to drive resolutions. Assessment, Data Analytics & Analysis Assess workforce trends, organizational dynamics, behaviors, and relationships to proactively identify workplace risks and gaps/opportunities to establish a positive employer‑employee relationship and promote a high level of employee morale Analyze employee relations metrics including investigations, grievances, turnover, complaints, litigation, engagement, exit interviews, and performance trends to identify root causes and drive solutions Develop executive dashboards, reports, and data‑driven recommendations that support strategic decision‑making and provide guidance to leadership using workforce analytics to strengthen workplace culture, improve employee engagement, and enhance retention. Support the annual employee engagement survey by participating in planning, implementation, training, analysis, and action planning. Establish success measures and evaluate the effectiveness of Employee Relations programs and initiatives. Employment Law & Risk Management Ensure compliance with federal, state, and local employment laws; partner with Legal on litigation, Equal Employment Opportunity Commission (EEOC) / Massachusetts Commission Against Discrimination (MCAD) charges, agency responses, subpoenas, to proactively reduce legal risk. Partner with Legal, Office of Diversity and Civil Rights (ODCR), and other stakeholders regarding litigation, agency responses, investigations, subpoenas, discrimination complaints, harassment allegations, and employment‑related risk. Identify compliance risks and recommend changes to HR policies, employee handbooks, codes of conduct, disciplinary guidelines, workplace standards, and complaint procedures. Partner with Leave Administration to ensure compliance with the Americans with Disabilities Act (ADA) and reasonable accommodation requirements. Risk Detection and Mitigation Apply employee relations expertise to proactively identify emerging workplace risks and develop mitigation strategies that reduce legal and organizational exposure Proactively work with ODCR to review and identify organizational trends and recommend preventative programs that improve workplace climate and reduce employee relations issues. Ensure accurate reporting to ensure MBTA and ODCR cases are addressed and closed out timely and proper communication to employees. Provide strategic leadership during crisis‑oriented employee relations matters while exercising sound judgment and leadership under time‑sensitive conditions. Support organizational retention efforts through trend analysis, workforce assessments, and targeted intervention strategies. Workplace Investigations Oversee complex, sensitive and high‑risk investigations involving harassment, discrimination, retaliation, ethics, misconduct, workplace violence, hostile work environment and complaints to ensure consistent investigative practices and documentation. Continuously improve investigation protocols, frameworks for coaching, corrective action, terminations and documentation, and advise leaders on complex performance situations to reduce claims and ensure consistency. Develop investigative strategies, gather facts, interview witnesses, document findings, recommend corrective actions, and ensure consistent implementation of disciplinary measures. Direct the Authority's EthicsPoint program by assigning investigations, monitoring case progress, participating in EthicsPoint governance meetings, and ensuring timely resolution of reported concerns. Partner closely with Legal, Labor Relations and ODCR on investigations involving discrimination, harassment, retaliation, and other protected class matters. Cross‑Functional Collaboration & Partnerships Work closely with HRBPs, ODCR, Talent Acquisition, Compensation, Benefits, Legal, Security, Compliance, Diversity, Equity, and Inclusion (DEI), and executive leadership. Partner with Labor Relations on grievances, arbitrations, disciplinary actions, bargaining issues, contract interpretation, and union strategy. Build constructive relationships with critical stakeholders to share information and influence change. Cultivate collaborative partnerships across departments to promote consistent employee relations practices and a positive workplace culture. Maintain strict confidentiality of information to include, but not limited to, conversations, documents, files, complaints, and investigations. Performs all other duties and projects that may be assigned. Additional responsibilities may include focusing on one or more departments or locations. See applicable addendum for department or location specific functions. Supervision Directly supervise Employee Relations team members Bachelor's Degree required from an accredited institution Ten (10) or more years of progressive legal responsibilities with experience in FTA regulations, ADA, Title VI, DBE, EEO, employee relations, labor relations, human resources, employment law, workplace investigations, or a related field Seven (7) years managerial, supervisory, and/or leadership experience Demonstrated expertise interpreting and applying federal, state, and local employment laws, including Title VII, Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), Equal Employment Opportunity (EEO), and related regulations, and partnering effectively with legal counsel on complex employment matters Strong awareness of state and federal employment regulations Understanding of collective bargaining agreements (CBAs) as it relates to employee relations and grievance processes Resourceful, analytical, and problem‑solving aptitude Excellent communication, consulting, and influencing skills Demonstrated experience responding to clients with a customer service attitude Strong ability to work independently, lead teams, and manage multiple competing priorities in a fast‑paced environment. Strong attention to detail required Ability to maintain professionalism and confidentiality Proficiency with Microsoft Office (PowerPoint, Excel, Outlook) and comfortable learning new technical systems as needed Substitutions A high school diploma or GED with an additional seven (7) years of directly related experience substitutes for the Bachelor's degree requirement. An Associate's degree from an accredited institution and an additional three (3) years of directly related experience substitutes for the Bachelor's degree requirement. A Master's degree in a related subject substitutes for two (2) years of general experience. A nationally recognized certification, or statewide/professional certification in a related field substitutes for one (1) year of experience. Master's degree (MBA, MPA, MSHRM, or related field). Juris Doctor (J.D.) from an accredited law school. SHRM-SCP, SPHR, or equivalent professional certification. Mediation or workplace investigation certifications. Experience with HRIS systems. #J-18808-Ljbffr Massachusetts Bay Transportation Authority