Senior Employee Relations Partner

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JOB TITLE: Sr. Employee Relations Partner

JOB CODE: HRS152
PAY GRADE: A-14
STATUS: Exempt
LAST UPDATED: 05/27/2026

POSITION SUMMARY

The Sr. Employee Relations Partner serves as a strategic advisor and lead investigator for complex and high-risk employee relations matters. This role uses expert judgment to resolve sensitive issues, ensure consistent and defensible outcomes, and strengthen organizational practices. The position also identifies trends, mitigates risk, and enhances leader capability to proactively address workplace concerns.

KEY RESPONSIBILITIES

Employee Relations & Investigations

Lead end-to-end resolution of complex and high-impact employee relations cases.
Conduct investigations by analyzing information, determining facts, and assessing risk.
Apply policies, procedures, and regulatory standards to ensure fair, consistent outcomes.
Communicate findings and recommendations clearly to stakeholders at all levels.

Strategic Advisory & Leadership Support

Partner with leaders to address sensitive employee issues while balancing business needs and risk.
Serve as a subject matter expert and escalation point for HR and ER partners.
Provide recommendations, risk assessments, and decision-making guidance.
Coach leaders on best practices in employee relations and conflict management.

Process Improvement & Risk Management

Identify trends and systemic risks across cases and recommend proactive solutions.
Improve employee relations frameworks, policies, and processes.
Support development of training and resources to improve consistency and effectiveness.
Collaborate cross-functionally to promote a compliant and positive work environment.

General Responsibilities

Perform additional duties and special projects as assigned.
Maintain current knowledge of HR practices, policies, and industry trends.
Ensure confidentiality and proper handling of sensitive information.
Support organizational risk management by identifying and reporting issues, maintaining documentation, and ensuring compliance with policies and procedures.

CORE PRINCIPLES

Collaboration: Work together inclusively to achieve shared goals.
Customer Focus: Prioritize decisions that best serve stakeholders.
Continuous Improvement: Drive efficiency and challenge existing processes.
Innovation: Embrace change and encourage new ideas.

QUALIFICATIONS

Education

Bachelor’s degree in Human Resources, Business, or related field (required)
Master’s degree (preferred)

Experience

4–6 years of experience in employee relations, investigations, or HR
Proven ability to independently manage complex, sensitive cases

Skills & Competencies

Strong critical thinking and sound judgment
Advanced investigative and conflict resolution skills
Ability to assess risk and balance fairness with business impact
Excellent communication and stakeholder management skills
High level of discretion and professionalism

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5 Questions You Should Ask During the Interview

Here are 5 questions we think you could ask during your interview. Use them as a guide to help you write your own questions.

Remember: Always have at least 5 questions prepared for the interview. If you do not, you run the risk of looking unprepared.

What does success look like in this role, and how is it measured?

Why ask this? You want to ensure you have a clear understanding of expectations before accepting the role. Knowing how success is measured helps you hit the ground running and avoid surprises about performance evaluations. It also signals to the employer that you're results-driven.

Can you describe the team dynamic and the company culture?

Why ask this? Skills and experience matter, but if the work environment isn’t a good fit, you won’t be happy or productive. This question helps you gauge whether the company values collaboration, how teams interact, and whether the culture aligns with your work style and values.

What are the biggest challenges facing the person in this role right now?

Why ask this? Every job has challenges, and it’s better to know them upfront. This helps you assess whether the role is a good fit for your strengths and whether the company is realistic about its expectations. If they hesitate to answer, it could be a red flag.

How does the company support work-life balance and employee well-being??

Why ask this? Burnout is real, and some companies expect employees to sacrifice personal time for the job. By asking this, you’ll get a sense of how they value work-life balance, flexibility, and well-being—things that are crucial for job satisfaction and long-term success.

These questions help you make an informed decision while also showing your professionalism and strategic thinking!

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