Employee Relations Associate

The Employee Relations Associate supports a positive, respectful, and compliant workplace by partnering with employees and leaders to address concerns, conduct objective investigations, interpret and apply policies, and promote fair and consistent people practices. This role manages a wide range of employee relations matters—including performance issues, grievances, conduct concerns, harassment/discrimination complaints, and workplace conflicts—while helping strengthen organizational trust through data-driven insights, training, and continuous improvement of employee relations programs and policies.

• Serve as a trusted point of contact for employees and managers seeking guidance on workplace issues, policy interpretation, and performance or conduct concerns.
• Assess concerns and determine appropriate resolution paths (coaching, mediation, facilitated conversations, formal ER review, etc.).
• Mediate workplace conflicts and support early intervention strategies to foster effective working relationships and a positive employee experience.
• Manage ER cases end-to-end, ensuring thorough documentation, timely follow-up, and consistent outcomes.

• Conduct objective, trauma-informed (as appropriate), and legally compliant investigations into complaints such as harassment, discrimination, retaliation, policy violations, and other misconduct.
• Develop investigation plans, interview complainants/respondents/witnesses, gather and analyze evidence, and maintain accurate records.
• Summarize findings in clear written reports and recommend appropriate next steps and corrective actions in collaboration with HR leadership and Legal (as applicable).
• Ensure confidentiality and maintain professionalism, neutrality, and fairness throughout the investigation process.

• Interpret and apply company policies and procedures consistently; ensure practices align with applicable employment laws and internal standards.
• Advise managers and HR partners on ER best practices, legal risk awareness, and equitable decision-making.
• Maintain ER-related documentation, templates, and case management protocols.
• Identify trends and potential risk areas and recommend proactive strategies/steps to address them.

• Partner with managers and HR Business Partners to address performance and conduct issues, ensuring consistency, fairness, and proper documentation.
• Provide guidance on corrective action decisions, including coaching plans, performance improvement plans (PIPs), written warnings, final warnings, and terminations.
• Ensure disciplinary actions are aligned with policy, precedent, and compliance expectations.

• Contribute to ER training and awareness initiatives, such as respectful workplace, anti-harassment, performance management, and policy education.
• Partner with HR Leadership to develop and update ER resources, toolkits, and communications to support managers and employees.
• Provide guidance to leaders on conflict prevention, engagement, and building psychologically safe and inclusive teams.
• Assist with employee engagement initiatives, including surveys, recognition programs, team-building activities, and communications to enhance workplace culture and morale.
• Track ER case trends, outcomes, and root causes; maintain accurate dashboards or reports as needed.
• Analyze data to identify systemic issues, recurring themes, or training/policy gaps and recommend improvements.
• Support policy development and updates based on organizational needs, risk trends, and employee feedback.
• Perform other duties and responsibilities as assigned by the supervisor or HR leadership.

• Bachelor’s degree in Human Resources, Business Administration, or a related field is required.
• Minimum of 2 years’ experience in employee relations, HR, HRBP support, investigations, or a closely related HR function
• Proven ability to conduct thorough workplace investigations and clearly document findings.
• Solid understanding of employee relations best practices,…