Employee Relations Director

At Early Warning, we’ve powered and protected the U.S. financial system for over thirty years with cutting-edge solutions like Zelle®, Paze®, and so much more. As a trusted name in payments, we partner with thousands of institutions to increase access to financial services and protect transactions for hundreds of millions of consumers and small businesses. Early Warning follows a hybrid work model to allow for a more collaborative working environment. Candidates responding to this posting must independently possess the eligibility to work in the United States, for any employer, at the date of hire. This position is ineligible for employment Visa sponsorship. Overall Purpose The Employee Relations Director is a senior individual contributor responsible for managing complex employee relations matters across the organization, including conducting workplace investigations, managing employee relations cases, advising leaders and HR partners, and ensuring consistent application of company policies and practices. The Director serves as an enterprise subject‑matter expert on employee relations, personally handling sensitive and high-risk matters while also helpingestablishinvestigation standards, case‑management practices, and consistent approaches across the organization. The role partners closely with VP, HRBP’s, Legal, Risk, Compliance, and business leaders to resolve employee concerns, mitigate risk, andidentifytrends and proactive solutions that strengthen the employee experience and organizational effectiveness. Essential Functions Conducts complex, sensitive, and high-risk workplace investigations, including intake, interviews, evidence review, documentation, findings, and recommendations, ensuring matters are handled objectively, thoroughly, and in a timely manner. Manages an active portfolio of employee relations cases from intake through resolution, ensuring appropriate documentation, follow‑up, consistency, and timely closure. Provides hands‑on consultation and strategic counsel to VP, HRBPs, senior leaders, and business leaders on performance, conduct, corrective action, workplace conflict, policy interpretation, employee complaints, and other complex employee matters. Assesses employee relations matters for legal, regulatory, reputational, and employee risk and partners with Legal, Risk, Compliance, and other stakeholders as appropriate. Serves as a senior enterprise employee relations subject‑matter expert on particularly complex, sensitive, or high‑risk matters, exercising sound judgment and independent decision‑making. Establishes and maintains investigation and case‑management standards, protocols, tools, and best practices to promote quality, consistency, fairness, and appropriate risk management across the organization. Analyzes employee relations data and case trends to identify recurring issues, organizational hotspots, root causes, and emerging risks; translates insights into proactive recommendations for HR and business leaders. Partners with HR and business leaders to develop programs, tools, and interventions that address recurring employee relations issues and strengthen leadership effectiveness and the employee experience. Supports the ongoing review and development of employment policies and the Employee Handbook, in partnership with Legal and appropriate HR stakeholders, and maintains current knowledge of relevant employment laws, regulatory requirements, and evolving workplace practices. Promotes fair, consistent, and respectful employee relations practices, including appropriate attention to confidentiality, non‑retaliation, and the integrity of employee relations processes. Minimum Qualifications Education and/or experience typically obtained through the completion of a bachelor’s degree. 10 or more years of relevant business experience with a focus on HR and/or team leadership. Experience partnering with and influencing senior leaders to help drive people strategies and increase business outcomes. Works well in a fast‑paced environment, flexible, able to change direction quickly and manage projects through ambiguity and constant change. Highly collaborative team player with a focus on engaging with people, specific to supporting growth. Expertise in developing deep, trusting relationships with all levels within the organization. Effectively consult (listen, understand, and influence) people at all levels (including senior leadership) in a qualitative and quantitative manner. Proactive problem solver. Conceptualize problem spaces as systems and apply a "model thinker" approach. Ability to consult and recommend solutions to leadership using data and analytics to solve people and business-related problems. Background and drug screen. Physical Requirements Working conditions consist of a normal office environment. Work is primarily sedentary and requires extensive use of a computer and involves sitting for periods of approximately four hours. Work may require occasional standing, walking, kneeling and reaching. Must be able to lift 10 pounds occasionally and/or negligible amount of force frequently. Requires visual acuity and dexterity to view, prepare, and manipulate documents and office equipment including personal computers. Requires the ability to communicate with internal and/or external customers. Employee must be able to perform essential functions and physical requirements of position with or without reasonable accommodation. The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow instructions and perform other related duties as assigned by their supervisor. The base pay scale for this position in: New York, NY in USD per year is: $186,000 - $210,000. Chicago, IL in USD per year is: $154,000 - $180,000. Additionally, candidates are eligible for a discretionary incentive plan and benefits. This pay scale is subject to change and is not necessarily reflective of actual compensation that may be earned, nor a promise of any specific pay for any specific candidate, which is always dependent on legitimate factors considered at the time of job offer. Early Warning Services takes into consideration a variety of factors when determining a competitive salary offer, including, but not limited to, the job scope, market rates and geographic location of a position, candidate’s education, experience, training, and specialized skills or certification(s) in relation to the job requirements and compared with internal equity (peers). The business actively supports and reviews wage equity to ensure that pay decisions are not based on gender, race, national origin, or any other protected classes. Some of the Ways We Prioritize Your Health and Happiness Healthcare Coverage - Competitive medical (PPO/HDHP), dental, and vision plans as well as company contributions to your Health Savings Account (HSA) or pre‑tax savings through flexible spending accounts (FSA) for commuting, health & dependent care expenses. 401(k) Retirement Plan - Featuring a 100% Company Safe Harbor Match on your first 6% deferral immediately upon eligibility. Paid Time Off - Flexible Time Off for Exempt (salaried) employees, as well as generous PTO for Non-Exempt (hourly) employees, plus 11 paid company holidays and a paid volunteer day. 12 weeks of Paid Parental Leave. Maven Family Planning - provides support through your Parenting journey including egg freezing, fertility, adoption, surrogacy, pregnancy, postpartum, early pediatrics, and returning to work. And SO much more! We continue to enhance our program, so be sure to check our Benefits page here for the latest. Our team can share more during the interview process! Early Warning Services, LLC (“Early Warning”) considers for employment, hires, retains and promotes qualified candidates on the basis of ability, potential, and valid qualifications without regard to race, religious creed, religion, color, sex, sexual orientation, genetic information, gender, gender identity, gender expression, age, national origin, ancestry, citizenship, protected veteran or disability status or any factor prohibited by law, and as such affirms in policy and practice to support and promote equal employment opportunity and affirmative action, in accordance with all applicable federal, state, and municipal laws. The company also prohibits discrimination on other bases such as medical condition, marital status or any other factor that is irrelevant to the performance of our employees. Early Warning Services LLC is a proud participant in E-Verify, a federal program to help ensure a legal and authorized workforce. As part of our hiring process, we electronically verify the employment eligibility of all new hires through E-Verify. For more information on your rights and responsibilities under E-Verify please visit Home | E-Verify. View supplemental EEO is the law poster Early Warning has developed and maintains a written AAP and upholds pay transparency nondiscrimination. Early Warning Services® aims to make our recruitment process accessible to any and all users. If you have a disability or a special need that requires accommodation to navigate our website or complete the application process, please email View email address on click.appcast.io for an assistance request. Early Warning Services® delivers innovative payment and risk solutions to financial institutions nationwide. For over 25 years, Early Warning has been a leader in technology that helps protect and advance the financial system. We serve a diverse network of approximately 2,500 financial institutions, government entities and payment companies. Our product solutions enable real-time funds availability for a variety of payment types through our payments network. Privacy Notice Effective: August 21, 2026 This privacy notice is intended to inform California residents of the personal information we collect, how it’s used and disclosed, and the rights you have in regard to such information. Click below for the full privacy notice #J-18808-Ljbffr Early Warning Services LLC