Employee Relations Manager

Great benefits. Competitive pay. We know these are some of the things people look for in a job. If you’re the kind of person who believes that honoring and empowering our nation’s veterans is more than just a cause — that it’s a calling — then we’re ready to meet you. When you join Wounded Warrior Project® (WWP), you’re committing to making a difference. We make a commitment to you, too – helping you to find that spark, ignite your passion to serve, and embark on a career with meaning and purpose. At WWP™ we recognize our mission cannot be accomplished without our talented teammates, which is why we’re proud to offer benefits such as: A flexible hybrid work schedule (three days in the office, two days’ work from home) Full medical, dental, and vision coverage for both teammates AND family members Competitive pay and performance incentives A fun, mission-focused, and collaborative team environment A mission that matters is just the beginning, so if you’re ready to get started, we’re ready for you. The Wounded Warrior Project (WWP) Teammate Relations Manager leads a team dedicated to fostering a fair, respectful, and high-performing workplace and an exceptional teammate experience. The manager oversees employee relations case management, workplace investigations, and performance and conduct matters. In this work, the manager advises leaders on sensitive issues and partners with Human Resources leadership and Legal to reach timely, consistent, and legally sound resolutions. This position also leads programs and initiatives such as onboarding, recognition, and regional office support that shape the teammate journey and strengthen organizational culture. DUTIES & RESPONSIBILITIES Oversee employee relations case management and lead or provide oversight of complex and sensitive workplace investigations, including intake, assignment, planning, interviews, evidence review, documentation, resolution, and closure. Ensure timely, objective, and consistent handling in accordance with WWP policy and applicable law, and guide the preparation of clear, defensible findings, executive summaries, and recommendations. Advise and coach leaders and teammates on performance management and workplace concerns, including conduct, interpersonal conflict, complaints, ethics reports, rebuttals, disciplinary documentation, performance improvement plans, administrative leave, and other employment actions, under the direction of senior leadership. Develop tools, training, and resources that strengthen feedback, documentation, conflict resolution, and difficult conversations. Prepare and present recommendations on corrective action and separations for appropriate review and approval. Conduct approved termination meetings in partnership with the appropriate leader, and coordinate related communications, documentation, and follow-up. Escalate matters based on risk, conflicts of interest, or legal sensitivity. Partner with HR leadership, Legal, Information Technology, and other stakeholders on litigation support, regulatory inquiries, and the preservation and collection of records in accordance with WWP policy. Analyze teammate relations data and teammate feedback to identify organizational risk, recurring issues, and opportunities to improve policies, programs, leadership practices, culture, and the teammate experience. Prepare recurring reports for HR leadership and governance audiences and recommend proactive strategies and actions that support consistent resolution practices, engagement, and retention. Establish and maintain teammate relations operating standards and confidential records, including case-management procedures, investigation protocols, escalation criteria, templates, and documentation of key business processes and best practices. Ensure accurate, secure records are maintained in HRIS, case-management, ethics-reporting systems, and other approved retention mechanisms. Oversee the teammate onboarding experience, including preboarding and new-teammate follow-through. Partner with HRIS, Talent Acquisition, Learning and Organizational Development, and hiring leaders to ensure timely completion of key tasks and a welcoming, consistent experience. Review onboarding feedback and recommend improvements. Develop, maintain, and evaluate teammate recognition programs in collaboration with key stakeholders to reinforce WWP’s core values and celebrate teammate contributions. Lead engagement and teammate-listening initiatives, including 30/60/90-day surveys, exit interviews and surveys, pulse surveys, and focus groups. Share findings with internal partners and senior leadership and guide action planning to strengthen engagement and retention. Oversee the Teammate Relations regional support model through regular office engagement, targeted visits, and collaboration with Office Mentors, office leads, Office Services, and HR Centers of Excellence. Incorporate onboarding feedback, recognition opportunities, and engagement action planning into regional activities. Lead or support cross-functional teammate-experience initiatives assigned to Teammate Relations, ensuring clear ownership, measurable outcomes, and alignment with organizational priorities. Lead, develop, and evaluate the Teammate Relations team. Select and onboard direct reports, establish priorities and performance expectations, assign and monitor work, review case quality, coach and develop team members, and address performance concerns. Foster an accountable, collaborative, and service-oriented culture. Remain current on industry trends, best practices, and developments in employment law, and apply relevant insights to WWP’s policies and practices. Attend and actively participate in required training and/or meetings, including but not limited to New Teammate Orientation, WWP Cares, ASIST Suicide Prevention training, Leadership training, culture/team based training, or departmental huddles. Other related duties as assigned. KNOWLEDGE, SKILLS, & ABILITIES Advanced knowledge of employee relations practices, workplace investigations, performance management, corrective action, conflict resolution, and employment-risk mitigation. Strong working knowledge of employment laws relevant to a multi-state workforce, including EEO, Title VII, FMLA/CFRA, FLSA, and ADA. Demonstrated knowledge of effective HR practices in onboarding, recognition, and employee engagement, including measuring engagement through surveys and driving results through action planning. Strong problem-solving, critical-thinking, and analytical skills. This includes absorbing large amounts of information to identify key themes, and using data to develop practical recommendations and measure program success. Skill in evaluating conflicting information, assessing credibility and risk, and reaching objective, defensible conclusions. Sound judgment and the ability to exercise discretion in sensitive matters, in addition to the ability to recognize when to elevate to senior HR leadership or Legal. Skill in producing concise, clear, and accurate documents, including correspondence, case analyses, executive summaries, and investigative reports. Ability to coach and influence leaders and teammates at all levels and adapt communication style to the situation and audience. Demonstrated people‑leadership skills, including prioritization, delegation, coaching, talent development, and quality oversight. Ability to thrive in a high-volume, fast-paced, and dynamic environment, managing competing priorities and tight deadlines with composure. Firm understanding of and commitment to maintaining confidentiality. Unequivocal commitment to the highest standards of personal and business ethics and conduct. Mission‑driven, guided by core values, and a pleasure to work with. EXPERIENCE Requirements Seven years of progressively responsible human resources experience, including substantial responsibility for employee relations and advising leaders on complex workplace matters. Three years of experience conducting or overseeing formal workplace investigations in a multi-state environment. Three years of formal people‑management experience, including work assignment, coaching, development, and performance evaluation. Experience using workforce data, reporting tools, and case management platforms to analyze key metrics such as turnover, engagement, performance, and employee relations trends. Preferences Experience in addressing and advising on leave of absence and workplace accommodation matters. Experience conducting investigative research and coordinating electronic discovery, preservation, collection, and evidence review. EDUCATION Requirements Bachelor’s degree. Equivalent combination of applicable education, training, certification, and experience may be considered in lieu of degree. Preferences None. CERTIFICATIONS & LICENSURE Requirements None. Preferences PHR, SPHR, SHRM-CP, SHRM-SCP, or comparable human resources certification. WORK ENVIRONMENT/PHYSICAL DEMANDS General office environment; temperature controlled. Sitting for extended periods. Up to 20% travel. Wounded Warrior Project® is an equal opportunity employer committed to providing equal employment opportunity to all persons without regard to race, color, religion, national origin, gender, gender identity, sexual orientation, marital status, citizenship, age, veteran or military status, disability, genetic information, or any other characteristic protected by law. Please note: Wounded Warrior Project is not seeking assistance or accepting unsolicited resumes from search firms without a written search agreement in place. All resumes submitted by search firms to any employee at Wounded Warrior Project via email, the Internet or directly to hiring managers at Wounded Warrior Project in any form without a valid written search agreement in place will be deemed the sole property of Wounded Warrior Project, and no fee will be paid in the event the candidate is hired by Wounded Warrior Project as a result of the referral or through other means. Wounded Warrior Project® is an equal opportunity employer committed to providing equal employment opportunity to all persons without regard to race, color, religion, national origin, gender, gender identity, sexual orientation, marital status, citizenship, age, veteran or military status, disability, genetic information, or any other characteristic protected by law. #J-18808-Ljbffr Wounded Warrior Project, Inc