Vice President, Employee Relations and Compliance

Role Description

As Vice President, Employee Relations and Compliance, you will be the strategic leader responsible for shaping and scaling MGT’s employee relations and workplace compliance programs during a period of significant growth and transformation. Reporting to the SVP, People & Culture, you will partner closely with executive leadership to foster a culture of accountability, respect, consistency, and compliance while helping the organization navigate complexity, growth, and change.

This role is ideal for a leader who combines sound judgment, strong business acumen, and deep employee relations expertise to build trusted partnerships, mitigate risk, and create a positive employee experience across the enterprise.

Qualifications

• Bachelor's degree required; advanced degree in Human Resources, Employment Law, Business Administration, JD, or a related field preferred.
• 12+ years of progressive experience in Employee Relations, Employment Compliance, Labor Relations, Employment Law, Human Resources, or related disciplines.
• Demonstrated success leading enterprise employee relations and compliance functions within large, complex, and rapidly evolving organizations.
• Significant experience managing workplace investigations and advising on high-risk employee matters.
• Deep knowledge of federal, state, and local employment laws and regulatory requirements.
• Proven ability to influence executive leaders and drive organizational outcomes through trusted partnerships and sound judgment.

Requirements

• Lead MGT’s enterprise-wide employee relations strategy and operating model.
• Serve as the senior advisor and escalation point for complex and sensitive employee matters, investigations, workplace concerns, accommodations, performance management issues, and employment decisions.
• Partner with leaders across the organization to address workforce challenges, strengthen leadership effectiveness, and support a positive and productive workplace culture.
• Identify and analyze employee relations trends, providing actionable insights and recommendations to improve organizational effectiveness and employee experience.
• Promote consistent, fair, and values-based decision-making across all levels of the organization.
• Provide strategic oversight of employment-related compliance programs and workplace policies.
• Ensure organizational readiness for evolving federal, state, and local employment regulations.
• Develop scalable governance frameworks that balance compliance requirements with business objectives.
• Partner closely with Legal, Internal Audit, and executive leadership to proactively identify and mitigate organizational risk.
• Lead compliance reviews, assessments, and remediation efforts that strengthen accountability and operational excellence.
• Oversee enterprise workplace investigations, ensuring thorough, objective, and consistent practices.
• Establish standards, protocols, and governance processes that reinforce fairness, transparency, and compliance.
• Lead the development and ongoing evolution of workplace policies, employee conduct standards, and employee relations practices.
• Ensure employee concerns are addressed with professionalism, discretion, and a commitment to maintaining trust throughout the organization.
• Lead employee relations and compliance efforts associated with acquisitions, integrations, organizational redesigns, and workforce transitions.
• Develop repeatable frameworks and playbooks that support sustainable growth and organizational scalability.
• Partner with business leaders to navigate change while preserving employee engagement and minimizing organizational risk.
• Support enterprise transformation initiatives by aligning employee relations and compliance strategies with broader business objectives.
• Build, develop, and lead a high-performing Employee Relations and Compliance team.
• Foster a culture of accountability, responsiveness, collaboration, and continuous improvement.
• Develop organizational capability by coaching leaders and strengthening manager effectiveness in handling employee matters.
• Establish best practices, tools, and resources that enable scalable support across a growing enterprise.

Benefits

• Flexible paid time off
• 5% 401(k) matching program
• Equity opportunities
• Incentive and bonus programs
• Up to 16 weeks of paid parental leave
• Flexible spending accounts
• Full health benefits with base employee coverage fully funded, including:
  • Medical, dental, and vision coverage
  • Life insurance
  • Short- and long-term disability coverage
  • Income protection benefits