Senior Employee Relations Partner

Role Description

The Senior Employee Relations Partner (ERP) is an experienced ER practitioner who supports the Senior Manager, Employee Relations by handling complex employee relations matters and serving as a trusted advisor to HRBPs and business leaders. This role plays a critical part in executing ER strategy, managing higher risk cases, and reinforcing consistent ER practices across the organization.

The Sr. ERP contributes to the development and maturity of the Employee Relations Center of Excellence (CoE) by supporting case strategy, documentation standards, trend analysis, and scalable ER frameworks. The role leverages Microsoft 365 and approved generative AI tools to improve the quality, clarity, and efficiency of ER work products while applying strong judgment, confidentiality, and data stewardship.

Essential Duties and Responsibilities

• Business Partnership
  • Support business ER initiatives and priorities led by the Senior Manager and/or senior ER/HR leadership.
  • Identify systemic issues and provide insights to inform proactive ER programs.
• Employee Relations & Investigations
  • Lead medium‑ to high‑complexity ER investigations, including harassment, discrimination, retaliation, and sensitive conduct matters.
  • Develop investigation strategies, conduct interviews, and prepare comprehensive documentation.
  • Partner with Legal and escalate business‑risk matters as appropriate.
  • Ensure consistent, impartial, and defensible case outcomes.
• Workplace Accommodations
  • Serve as the primary intake point for workplace accommodation requests (e.g., ADA) and manage cases end-to-end through the interactive process lifecycle.
  • Conduct timely intake, obtain and evaluate required information/documentation, and coordinate next steps with appropriate partners while maintaining confidentiality.
  • Partner cross-functionally (e.g., HRBPs, leaders, Legal, Occupational Health) to identify reasonable accommodations, assess operational considerations, and ensure compliance with applicable laws and company policy.
  • Document decisions and communications, track timelines and follow-ups, and maintain accurate records in alignment with confidentiality and retention requirements.
  • Identify trends or gaps in accommodation practices and recommend process improvements to reduce risk and improve employee experience.
• Performance & Case Management
  • Advise HRBPs and leaders on complex performance, accountability, and corrective action decisions.
  • Support consistent application of performance management frameworks.
  • Provide coaching on documentation quality and ER best practices.
• Policy & Compliance
  • Interpret and apply ER policies and employment laws.
  • Support policy enhancement recommendations based on case trends and legal guidance.
  • Reinforce consistent application of ER standards business‑wide.
• ER Center of Excellence (CoE) Contribution
  • Play a significant role in designing, building, and implementing the Employee Relations Center of Excellence (CoE), including ER frameworks, intake/escalation pathways, and consistent case handling standards.
  • Develop and maintain ER playbooks, SOPs, templates, and leader-facing job aids to scale consistent practices across the business.
  • Support CoE governance, documentation standards, knowledge management, and continuous improvement based on case trends, feedback, and emerging risk.
  • Partner with cross-functional stakeholders (e.g., HR, Legal, Compliance) to pilot, implement, and iterate ER processes, communications, and training as needed.
• AI‑Enabled Documentation & Process Support
  • Use AI tools, specifically Microsoft Copilot, to draft and enhance investigation summaries and ER documentation.
  • Support development of ER templates, tools, and workflows.
  • Improve quality, clarity, and efficiency of ER materials.
  • Apply professional judgment to validate and finalize all AI‑assisted outputs.
• Data & Insights
  • Analyze ER activity trends and identify business‑level risks.
  • Partner with HRBP team and prepare ER insights and summaries for leadership review.
  • Support continuous improvement of ER programs through data‑informed recommendations.

Qualifications

• Bachelor’s degree in Human Resources, Business, or related field.
• 5+ years of progressive HR experience.
• 2+ years of dedicated employee relations experience (investigations, case management, and policy application).
• Demonstrated ability to independently conduct impartial investigations and manage sensitive, complex employee issues with professionalism, discretion, and sound judgment.
• Strong knowledge of employment laws and ER best practices (e.g., ADA, FMLA, Title VII) and ability to apply them in day-to-day casework.
• Demonstrated experience and working knowledge of workplace accommodations and the ADA interactive process, including evaluating documentation, coordinating with key partners, and supporting implementation in a confidential, compliant manner.
• Strong analytical and writing skills, including ability to synthesize facts, document defensible findings, and communicate clear recommendations.
• Sharp verbal communication and stakeholder management skills; ability to effectively liaise with employees, managers, senior leaders, and cross-functional partners.
• Strong proficiency with Microsoft 365, including SharePoint navigation and document management.
• Experience using approved generative AI tools (e.g., Microsoft Copilot, ChatGPT, Claude, Perplexity) to create and improve work products; ability to create/refine prompts and build repeatable workflows (including lightweight agents/automations where approved) while validating accuracy, tone, and risk.

Preferred Qualifications

• HR certification (e.g., SHRM‑CP, SHRM‑SCP, PHR, SPHR).
• Workday experience (highly preferred).
• Experience building, scaling, or operating an ER Center of Excellence (e.g., playbooks, SOPs, governance, escalations, knowledge management).
• Experience managing end-to-end workplace accommodations, serving as the intake point and case owner through the full interactive process lifecycle (intake, documentation, coordination, implementation, follow-up, and record retention).
• Familiarity with HR case management systems and documentation standards.
• Multi-state and/or remote workforce experience.

Benefits

• The base salary range for this position is $100,000 - $115,000.
• This position is eligible for a performance bonus and benefits (subject to eligibility requirements).
• Flexible Vacation Policy, intended for rest, relaxation, and personal time.
• 80 hours of Paid Sick, Safe, and Caregiver Leave annually (applies to full-time positions only).