Sr. Employee Relations Manager

The Sr. Employee Relations Manager serves as a strategic leader and subject matter expert in fostering a fair, respectful, and compliant workplace culture across the organization. This role is responsible for overseeing employee relations policies, practices, and programs, ensuring alignment with organizational values and legal standards. The Manager provides expert guidance and resolution on complex employee matters, including performance management, investigations, disciplinary actions, accommodations, and organizational changes. This position plays a critical role in shaping employee experience, mitigating risk, and supporting HR field teams and leadership in navigating sensitive employment issues.

REQUIREMENTS

·       Juris Doctor (J.D.) in Employee Relations, Human Resources or related field required

·       10+ years of professional human resource management experience, employee relations management

·       Advanced understanding of employment and HR related laws, regulations, policies, principles, concepts, and practices, including Title VII, ADA, ADAA, and FMLA.

·       Experience in multi-state environment.

·       Experience in government contracting with exceptional knowledge of the Service Contract Act (SCA) including but not limited to applicability of SCA, wage determinations, health and welfare, fringe benefits, etc

·       Thorough understanding of dispute resolution and excellent documentation.

·       Ability to handle controversial and/or confrontational situations.

·       Comfortable in a fast-paced environment and able to manage through ambiguity and change

·       Solid sense of accountability, high-quality judgment, and sound decision-making

ESSENTIAL FUNCTIONS AND BASIC DUTIES

• Research and monitor changes in employment laws, regulations, and case law; provide timely recommendations to HR leadership and internal legal counsel.
• Partner with legal counsel and HR leadership to ensure compliance with labor laws and mitigate legal risk.

·       Assist the in-house legal team with administrative support, including drafting responses to regulatory inquiries, employee notices, and other employment-related documentation.

• Focusing on Compliance by maintaining and enhancing the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.

·       Conduct high-level HR investigations for field staff and management to include gathering and analyzing facts, applying relevant laws, policies and best practice to reach conclusions, recommending and influence leadership actions.

·       Lead and resolve high-level employee relations cases, including investigations, conflict resolution, and disciplinary actions, ensuring consistency and legal compliance.

·       Assess, diagnose, and coach field HR Teams and employees through complex employee relations issues, relative to: performance management; workplace investigations and fact-finding; involuntary terminations; ADA accommodations; policy enforcement; workforce reductions

·       Advise HR teams, managers, and leadership on employment law, policy interpretation, and best practices in employee relations.

·       Audit and ensure all HR processes are being followed, and documentation is thorough for investigations, PIP, retention programs, progressive discipline compliance and related and specific field policies and procedures in addition to statutory compliance-related programs such as OFCCP and HIPAA compliance, document retention matters, etc.

·       Structure HR Teams and processes in the field within the expectations of specific contract guidelines and requirements and assist with contract start up on providing HR guidance on implementing policies and procedures while training HR field support on these policies and procedures.

·       Lead designing and delivering trainings for field staff, managers, leadership and the HR team that ensure compliance with relevant legislative changes and guide best practices while addressing supervisor problems and employee grievances.

·       Serve as strategic HR business partner to field leadership and program leaders to provide proactive guidance on workforce planning, engagement, and collaborate on operational goals, contract-specific requirements and organizational effectiveness.

·       Lead the development of employee relations metrics and reporting, using data to identify trends, inform strategy, and support continuous improvement.

·       Design and implement scalable employee relations strategies and training programs to promote a positive workplace culture and ensure regulatory compliance.

·       Support contract-specific HR operations, including policy deployment, team structuring, and compliance with government and client requirements.

·       Conduct research and analysis on employment trends, labor laws, and organizational practices to inform strategic HR decisions.

·       Partner with leadership to address organizational challenges through mediation, change management, and proactive employee engagement strategies.

·       Lead documentation efforts for EEOC claims, audits, and other regulatory inquiries, ensuring thorough and accurate recordkeeping.

·       Travel to client sites as needed to support field operations and ensure consistent application of employee relations practices.

·       Performs other duties as assigned.

QUALIFICATIONS

• Experience working for a Government contractor or other highly regulated environment

·       Significant high-level experience leading and conducting investigations for a large universal organization

·       Broad knowledge of employee relations, complex workplace investigations, federal and state laws / regulations (including but not limited to Title VII, ADA, ADAAA and FMLA).

·       Has successfully provided expertise, consultation, guidance and coaching to managers and leadership to address sensitive and/or difficult employee behavior and performance concerns

·       Ability to handle confidential information in a professional manner and appropriately escalate issues

·       Effectively manage multiple priorities under tight deadlines, prioritize conflicting demands, and execute initiatives with a bias towards actions and solutions

·       Exceptional communication, judgment, critical thinking, and interpersonal skills

·       Ability to influence across all levels of the organization and manage through ambiguity and change

·       Strong organizational and analytical capabilities with a commitment to confidentiality and integrity

PHYSICAL DEMANDS

·       Ability to sit or stand for extended periods while working at a computer or attending meetings.

·       Occasional lifting and carrying materials up to 15 pounds.

·       Frequent use of standard office equipment including computers, phones, printers, and scanners.

·       Ability to travel to client sites and other locations as needed, which may include walking, standing, and navigating various environments.

·       Capacity to manage multiple tasks and deadlines in a fast-paced, dynamic work setting.

About Loyal Source

Loyal Source is an Orlando-based workforce solutions provider dedicated to delivering elite services worldwide, with a focus in government healthcare, technical and support services, engineering, and travel healthcare. Loyal Source provides exceptional custom solutions to both private enterprise and government agencies. Loyal Source is a military friendly employer and proud partner of the Military Spouse Employment Partnership program.

For more information go to our website www.loyalsource.com and follow us on LinkedIn, Facebook & Twitter for other positions currently open.

Loyal Source does not discriminate in employment based on race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors. #remote

This contractor and subcontractor abides by the requirements of 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.