Senior Employee Relations Manager

At KARL STORZ, we believe in not just creating jobs but building careers. As a family-run company, we understand the value of long-term relationships and actively work on promoting them. When YOU grow, we grow. From the operating room to surgery centers—and everywhere in between—KARL STORZ North America is a global leader in medical technology and advanced visualization solutions. We design specialty innovations, smart instruments and devices, integrated ecosystems, and intelligent imaging—to build a more connected, software-enabled operating room. As an independent, family-owned MedTech company, we ambitiously think in generations instead of quarters to improve patients’ lives around the world. About the Role The Senior Employee Relations Manager serves as the strategic leader and subject matter expert for employee relations across KARL STORZ North America (KSNA). This role is responsible for developing and executing the organization's employee relations strategy, ensuring alignment with business objectives, company values, and legal and regulatory requirements. As a trusted advisor to executive leaders, HR Business Partners, managers, Legal, and employees, the Senior Manager provides strategic guidance on complex employee relations matters, organizational risk, workplace culture, performance management, conflict resolution, employment law compliance, and employee experience initiatives. The role drives a proactive employee relations approach through trend analysis, risk mitigation, investigations oversight, leadership coaching, policy development, and enterprise-wide manager capability building. The Senior Employee Relations Manager partners closely with HR leadership and Legal to foster a respectful, inclusive, and high-performing workplace environment while minimizing organizational risk and enhancing employee engagement across KSNA. This role has a hybrid work schedule – ideally in our El Segundo, CA office or Auburn, MA office What You’ll Do Employee Relations Strategy & Governance Develop and execute the enterprise employee relations strategy for KSNA, ensuring alignment with organizational priorities and workforce objectives. Establish frameworks, standards, and best practices that promote consistency, fairness, legal compliance, and positive employee experience. Serve as the senior employee relations advisor to executive leaders, Human Resources leadership, and HR Business Partners on high-risk and complex employee matters. Monitor emerging employment law developments, workplace trends, and regulatory changes and assess organizational impact. Recommend and drive policy, practice, and program changes to address evolving business and legal requirements. Promote a culture of accountability, respect, inclusion, and ethical decision-making consistent with KARL STORZ values and Code of Conduct. Executive Consultation & Leader Enablement Provide strategic consultation and coaching to senior leaders on complex employee relations, employee performance, organizational effectiveness, and workplace culture matters. Partner with HR Business Partners to develop leader capability and drive management accountability for employee experience and engagement outcomes. Design and deliver enterprise-wide training programs that strengthen manager effectiveness in performance management, conflict resolution, employee engagement, and workplace conduct. Influence leadership decision-making through data-driven recommendations and employee relations expertise. Workplace Investigations & Risk Management Provide oversight and leadership for highly sensitive, complex, and high-risk employee investigations involving allegations of discrimination, harassment, retaliation, misconduct, ethics concerns, and other workplace issues. Establish and maintain investigative standards, methodologies, and documentation practices that ensure consistency, objectivity, and compliance. Lead executive-level investigations and sensitive matters with significant organizational, legal, or reputational risk. Partner closely with Legal, Compliance, and HR leadership to assess risk and recommend appropriate resolutions. Ensure timely implementation of corrective actions and sustainable solutions that address root causes and mitigate future risk. Organizational Risk Mitigation & Workplace Culture Analyze employee relations trends, workforce data, investigation outcomes, and organizational indicators to identify emerging risks and opportunities. Develop proactive strategies to address systemic issues impacting employee engagement, retention, culture, and business performance. Partner with HR and business leaders to implement action plans that improve workplace effectiveness and reduce employee relations concerns. Lead initiatives that strengthen trust, transparency, inclusion, and accountability across the organization. Serve as a key contributor to organizational change initiatives, restructuring activities, and workforce planning efforts from an employee relations perspective. Program, Policy & Process Leadership Lead the design, implementation, evaluation, and continuous improvement of employee relations programs, policies, and procedures across KSNA. Establish governance practices and operational standards that enhance consistency and scalability across the organization. Drive process transformation initiatives, including technology enhancements, automation opportunities, AI-enabled solutions, and case management optimization. Oversee employee relations systems, reporting tools, and processes to ensure effective case tracking, documentation, and analytics. Partner with HRIS and other stakeholders to optimize workforce and employee relations data structures and reporting capabilities. Analytics, Insights & Operational Excellence Develop and maintain executive-level dashboards, metrics, and reporting that provide actionable insights into employee relations trends and organizational risk. Utilize employee relations data to identify hotspots, root causes, and opportunities for intervention. Present findings and recommendations to senior leadership and HR leadership teams. Measure the effectiveness of employee relations programs and initiatives and drive continuous improvement through data-informed decision‑making. Perform other related responsibilities as needed. What You Bring Required minimum years of relevant work experience 8 years of progressive Human Resources experience, including significant responsibility in Employee Relations. 2 years enterprise wide, large scale project/program management or people management. 5 years leading complex employee relations programs, investigations, and workplace risk management initiatives. Demonstrated experience advising senior leaders and executive stakeholders on employee relations strategy and risk mitigation. Experience leading large-scale employee relations initiatives, policy development, and organizational change efforts. Strong experience analyzing workforce and employee relations data to identify trends and drive business decisions. Experience overseeing employee relations case management systems and reporting frameworks. Experience partnering closely with Legal, Compliance, and senior business leaders on sensitive employment matters. Minimum education, certificates and/or credentials Bachelor’s degree in human resources or related field. What Will Make You Successful Minimum hard/soft skill requirements (including computer and application proficiency ) Advanced proficiency in Microsoft Office Suite, including Excel, PowerPoint, Outlook, and Word. Advanced experience with employee relations case management systems and HR technologies. Experience leveraging AI-enabled technologies, including Microsoft Copilot, to improve operational efficiency, analytics, documentation, and process effectiveness. Strong analytical capabilities with experience developing executive‑level dashboards, metrics, and reporting. Minimum soft skill requirements Exceptional judgment, business acumen, and integrity in managing highly sensitive and confidential matters. Deep expertise in federal, state, and local employment laws and regulations, including ADA, FMLA, CFRA, EEO, wage and hour, and workplace accommodation requirements. Advanced investigative expertise, including complex fact‑finding methodologies, risk assessment, interview techniques, and documentation practices. Demonstrated ability to influence executive leaders and drive alignment across diverse stakeholder groups. Strong strategic thinking and problem‑solving skills with the ability to balance business goals, employee experience, and legal risk. Excellent leadership, consulting, coaching, facilitation, and presentation skills. Exceptional written and verbal communication skills. Strong project and change management capabilities. Ability to identify organizational trends and develop proactive solutions that address root causes. Demonstrated ability to lead through ambiguity and effectively manage competing priorities in a fast‑paced environment. High degree of resilience, emotional intelligence, and executive presence. Ability to build credibility and trust across all levels of the organization. Open availability and flexibility to support business needs. Ability to travel as necessary. Commitment to continuous learning, innovation, and fostering a positive team culture. Preferred Experience 10+ years of progressive Human Resources experience, including significant responsibility in Employee Relations. Master's Degree, MBA, JD, or related advanced degree preferred. SPHR, SHRM-SCP, or equivalent certification preferred. Why KARL STORZ? Join KARL STORZ and be part of a team creating medical innovations that truly make a difference. Beyond technology, you’ll be part of a culture that values talent as its greatest asset, empowering you to contribute to a mission that improves patient care worldwide. #LI-BB1 #recruitmilitary MA Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Medical / Dental / Vision including a state-of-the-art wellness program and access to pet insurance, too! 3 weeks vacation accrual for full time roles, paid holidays plus paid sick time too Up to 8 weeks of 100% paid company parental leave; includes maternal/ paternal leave, adoption, and fostering of a child. 401(k) retirement savings plan providing a match of 66.67% (4%) of the employee’s first 6% contribution (up to IRS limits) Section 125 Flexible Spending Accounts HSA Savings Accounts with company contribution Life, STD & LTD Insurance We prepay your tuition up to $5,250 per year! - Tuition pre-imbursement Fitness reimbursement of up to $200 annually And much more! * Field sales, internships, and roles that are regularly scheduled to work less than 30 hours per week are not eligible for vacation, except where required by law. Non-employees, including temporary workers and consultants, are not eligible to participate in the KARL STORZ benefits program. KARL STORZ reserves the right to change or modify the employee’s job description whether orally or in writing, at any time during the employment relationship. Additionally, KARL STORZ, through its supervisors, may require an employee to perform duties outside their normal description within the sole discretion of the supervisor. Employees must comply will all applicable KARL STORZ policies and procedures. KARL STORZ is committed to maintaining a safe work environment for our employees and customers. Most field-based roles at KARL STORZ require hospital credentialing/health screens as a condition of employment. Credentialing can include required vaccinations, health screens & other requirements as outlined by our customers. During the interview process, we encourage you to ask how credentialing/health screens may impact the role you are seeking and if you require any reasonable accommodations regarding these requirements. #J-18808-Ljbffr Karl Storz