Employee Relations Manager

We are seeking an experienced Employee Relations Manager with HR Business Partner expertise to lead employee relations for key business units across the United States. In this role, you will foster a positive organizational culture and strengthen people management capabilities through training, coaching, and workforce analytics.

You will lead workplace investigations—including complex, high-risk cases—in partnership with Legal, Compliance, and business leadership. You will also own compliance and risk management responsibilities across all HR practices and policies (including PTO, severance, leaves, and anti-discrimination) for an extended HR shared services environment spanning multiple manufacturing and office locations.

The ideal candidate is a trusted advisor with sound judgment, exceptional communication skills, and a passion for building an ethical, inclusive workplace. This role operates at a manager level in scope and requires the ability to achieve measurable improvements in engagement, performance, and risk mitigation within a multicultural, multilingual environment.

Performance Goals

• Analyze employee relations trends and recommend proactive solutions to strengthen culture and reduce risk; reduce repeat complaints and grievances year-over-year through targeted interventions.
• Close employee relations cases within agreed SLAs while maintaining legally defensible documentation.
• Develop and facilitate manager coaching and training programs that improve manager effectiveness scores and increase participation through engaging content.
• Lead investigations and corrective actions that reduce legal exposure and mitigate litigation risk in high-stakes cases.
• Identify systemic issues and launch prevention initiatives that measurably improve engagement and retention in assigned business units.
• Educate and coach leaders assigned from headquarters on U.S. employment law, regulatory expectations, and workplace practices.

Key Responsibilities

Employee Relations & Investigations

• Serve as the lead HR partner for employee relations: intake, triage, investigation, resolution, and documentation.
• Resolve complex employee relations issues in alignment with company values and legal compliance requirements.
• Conduct impartial workplace investigations and produce clear, defensible reports with actionable recommendations.
• Partner with Legal, Internal Audit, Compliance, and Compensation on high-risk and sensitive matters.

Manager Development & Coaching

• Coach leaders on performance management, progressive discipline, restructuring, and terminations to ensure consistency, compliance, and cultural competency.
• Design and deliver high-impact manager training on topics such as performance coaching, difficult conversations, and anti-harassment.
• Serve as a key stakeholder in initiatives to strengthen people manager capabilities across the organization.
• Provide assimilation support and ongoing coaching for internationally assigned leaders to help them effectively manage employees in the U.S. context.

Compliance, Policy & Analytics

• Design, communicate, and deliver training on policy enhancements for employees and managers at all levels.
• Maintain company policy documentation—online and in handbooks—ensuring it is accurate, accessible, and user-friendly.
• Conduct HR process audits across key compliance and regulatory areas to measure effectiveness.
• Track employee relations metrics, produce trend analyses, and implement targeted prevention programs.
• Develop and monitor key analytics, KPIs, and audit indicators in partnership with HR Centers of Excellence for core programs (compensation decisions, promotions, learning and development, performance distributions).
• Manage Affirmative Action Plan (AAP) compliance and related matters.

Culture & Engagement

• Play a visible role in HR department and company-wide cultural and employee engagement initiatives, including Global Culture Council and Employee Resource Groups.
• Contribute to continuous improvement of employee relations processes, tools, and reporting.
• Provide backup support to HRBPs on specific matters or during peak periods as needed.

Qualifications

Required

• 10+ years of HR experience, including 5+ years in employee relations handling complex investigations, sensitive situations, or labor relations
• Proven track record of reducing employee relations incidents and improving manager performance through coaching and process improvements
• Strong investigative, analytical, and written reporting skills
• Deep knowledge of employment law, policy interpretation, and risk mitigation obtained through HRBP experience
• Exceptional communication skills across all formats, with strong interpersonal professionalism and problem-solving abilities
• High emotional intelligence and credibility with senior leaders
• Demonstrated ability to handle confidential and sensitive matters with discretion
• Ability to work on-site five days per week in Englewood Cliffs, NJ, if in the commutable area, or one of the main LGE facilities in the US
• Willingness to travel as needed for training delivery, investigations, forums, or conferences

Preferred

• HRBP experience in a global or matrixed organization
• Experience communicating employment matters across diverse cultural perspectives and organizational levels

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