Employee Relations Manager, Renaissance

• Minimum of 5–7 years of progressive HR experience, including substantial experience in employee relations
• Deep knowledge of federal, state, and local labor and employment laws (e.g., Title VII, ADA, FMLA, FLSA, NLRA)
• Experience managing complex workplace investigations independently
• Experience managing projects with multiple stakeholders, deadlines, and deliverables
• Strong written and verbal communication skills with the ability to influence and build trust across all levels
• Demonstrated ability to use discretion, manage sensitive issues, and maintain confidentiality

Desirable

• As part of the Employee Relations team, the Employee Relations Manager will serve as a trusted advisor and subject matter expert on employee relations matters, helping us maintain a fair, inclusive, and legally compliant workplace.
• This position reports directly to the Director of Employee Relations and works closely with various HR functions to manage employee relations processes in line with organizational goals
• Employee Relations Strategy & Case Management:
• Provide expert-level consultation to HR partners and managers on employee performance, conduct concerns, workplace conflict, and policy interpretation
• Own the end-to-end lifecycle of employee relations matters—including intake, documentation, investigation, resolution, and follow-up
• Ensure case handling is consistent, compliant, timely, and aligned with the company’s values and policies
• Performance Management:
• Guide leaders and HR teams in designing performance management plans, including coaching, corrective action, and performance improvement plans (PIPs)
• Investigations:
• Conduct complex, high-risk investigations into alleged misconduct, discrimination, harassment, retaliation, and other policy violations
• Deliver clear, well-documented investigative reports and recommendations in partnership with Legal and HR leadership
• Maintain investigation tracking systems and identify process improvements
• Policy Design & Compliance:
• Draft, update, and implement employee relations and workplace policies, ensuring alignment with current labor laws and industry best practices
• Monitor regulatory developments (e.g., pay transparency, remote work compliance) and advise on implications for internal practices
• Data Analysis & Risk Mitigation:
• Analyze employee relations trends, identify systemic issues, and collaborate on proactive solutions that minimize organizational risk
• Create and present quarterly data summaries and insights to HR and business leaders
• Global Mobility Support:
• Partner with the firm’s Global Mobility Partner to support international employee matters, including cross-border transfers, expatriate assignments, and immigration-related issues
• Assist in the implementation of global mobility policies and processes to ensure a smooth and compliant employee experience
• Collaborate with external consultants and internal stakeholders to ensure global mobility practices align with organizational objectives, legal requirements, and best practices
• Cross-functional Collaboration:
• Partner with HR Business Partners, Legal, People & Culture, Learning & Development, Compensation, Benefits, and Talent Acquisition to ensure a consistent employee experience
• Contribute to People team initiatives including manager enablement, culture surveys, training, and org-wide communication strategies