Director Employee Relations (Banking & Financial Services ER)

Position Title Director Employee Relations (Banking & Financial Services ER) Location Hicksville, NY 11801 Job Summary The Director - Employee Relations leads Flagstar’s Employee Relations function and serves as a trusted advisor to Human Resources, Legal, Risk partners and the enterprise on complex workplace matters. This role is responsible for establishing and executing the Bank’s employee relations strategy, ensuring consistent application of policies and practices, mitigating employment‑related risk, and fostering a fair, respectful, and compliant workplace culture. The Director leads a team of Employee Relations professionals and provides expert guidance on investigations, performance management, workplace conduct, conflict resolution, accommodations, policy interpretation, and other employee relations matters. This role balances risk management with practical business solutions while supporting the Bank’s culture and strategic objectives; it monitors the effect of business decisions on people and advises executive management appropriately. The role is both hands‑on and strategic in providing investigative and employee relations expertise as well as ensuring appropriate assessment of HR risk and compliance matters related to employee relations in the banking industry. Responsibilities Oversee complex investigations involving misconduct, harassment, discrimination, retaliation, ethics concerns, policy violations, workplace conflict, and high‑risk employee matters. Review findings and ensure consistency and quality of outcomes. Lead and develop the Employee Relations team, establishing operational standards, case management processes, governance, service delivery expectations, and strategic priorities. Develop resources, tools and standards, including employee counseling and engagement, documentation standards, policy interpretation and application, performance management methodologies, investigations, and responses to other sensitive work‑related issues. Provide guidance and mentorship to team members in handling complex issues and communicate with senior leadership regarding the progress of high‑risk investigations. Design, develop and implement ER strategy aligned with the Company’s overall goals and values. Develop, maintain, and interpret employee relations policies, procedures, and workplace standards; recommend policy enhancements and ensure consistent application across the enterprise. Provide strategic oversight of ethics‑related investigations in partnership with Enterprise Compliance, ensuring appropriate escalation, governance, and resolution of employee conduct matters. Oversee employee relations and ethics case management systems; prepare and present quarterly reporting and significant HR case updates to the Audit Committee of the Board. Analyze case trends, identify organizational risks, monitor key metrics, and prepare executive‑level reporting on employee relations activity and workplace trends. Ensure capabilities to regularly report for HR Business Partners and senior leadership ER metrics; propose actionable insights to reduce overall risk in the organization. Facilitate risk assessments regarding employee relations and compliance matters; identify and remediate risk. Partner with Legal, Compliance, and Risk to identify and mitigate employment‑related risks; support regulatory examinations, agency charges, audits, and ensure compliance with internal policies, cultural expectations, and employment laws. Stay updated on relevant legislation and proactively address ER risk issues. Collaborate with HR Centers of Excellence, Legal, Compliance, Risk, and business leaders on culture, engagement, organizational change, workforce planning, and enterprise initiatives. Develop learning and development training curriculum outlining best practices and performance improvement concepts in alignment with the company’s core values, practices, and processes. Act as a partner and trusted advisor on complex organizational challenges and people‑related solutions to increase employee engagement and develop performance strategies that enhance employee effectiveness, morale, and retention. Responsible for departmental talent management functions including employment, performance evaluations, staff development/training, disciplinary actions, succession planning, and ensuring staff comply with compliance requirements. Perform special projects and additional duties and responsibilities as required. Consistently adhere to regulatory and compliance policies and standards linked to the job; complete required compliance trainings. Accountable to maintain compliance with applicable federal, state and local laws and regulations. Travel estimate: 10% Job Requirements Education level required: Undergraduate Degree (4 years or equivalent) in Human Resources, Business Administration, Labor Relations, or related field. Minimum experience required: 10+ years of progressive experience in employee relations, workplace investigations, employment law, labor relations, or related experience, including 3 years of people management experience. Preferred qualifications: Master’s Degree (or postgraduate equivalent) in Human Resources, Industrial or Labor Relations, or related business function; 12+ years of progressive employee relations experience, including 5+ years of people management experience; professional certification from SHRM or HRCI preferred. Job competencies: Expert knowledge of employee relations practices, workplace investigations, conflict resolution, and performance management. Strong understanding of employment laws, regulatory requirements, and workplace risk mitigation within a regulated environment. Understanding of HR legal compliance requirements and HR programs relative to support of business objectives. Demonstrated ability to lead, coach and develop high‑performing teams while fostering accountability and continuous improvement. Exceptional consulting, influencing and relationship‑building skills with the ability to effectively advise leaders at all levels, including executives. Strong critical thinking, judgment and decision‑making skills with the ability to navigate complex and sensitive employee matters. Excellent verbal, written, and interpersonal communication skills, including facilitation, presentation, and difficult conversation management. Strong analytical and business acumen with the ability to identify trends, assess organizational risk, and develop practical, business‑focused solutions. Demonstrates a strong ability to build and maintain effective relationships with stakeholders by communicating clearly, engaging in proactive collaboration, and leveraging cross‑functional insights. Fosters or supports a positive work culture and productive work environment, displaying the importance of effective relationships with customers and stakeholders. Travel estimate: 10% Physical Demands The job requires a moderate degree of physical exertion and stamina such as standing, sitting, walking, driving or infrequent lifting. Equal Opportunity Employer Flagstar is an Equal Opportunity Employer. #J-18808-Ljbffr Flagstar Bank