Manager, Employee Relations

GENERAL SUMMARY

The Manager, Employee Relations is responsible for managing workplace relations and engagement across CHKD, ensuring a fair, compliant, and respectful work environment that supports high-quality patient care. This role provides leadership to Employee Relation Specialists, leads employee relations case management, investigations, and policy guidance while partnering closely with clinical leaders, HR, compliance, and legal teams to mitigate risk and uphold organizational standards. Reports to department leadership.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Provides strategic leadership to the Employee Relations team and oversees employee relation cases, ensuring consistent, equitable treatment of employees across the organization. Serve as the primary subject matter expert on employee relations matters involving clinical and non-clinical staff, including performance issues, misconduct, attendance, and workplace conflict. Manages sensitive employee relations issues in fast-paced, high-acuity healthcare environments. Provides expert advice and guidance to managers on performance management, terminations, and conflict resolution while ensuring consistency and compliance. Balances employee relations outcomes with patient safety, staffing continuity, and regulatory requirements. Partners with legal counsel and compliance teams to address sensitive cases and mitigate risks. Oversees and conducts proactive climate assessments including trend analysis, listening sessions, and pulse checks-to spot emerging risks and recommend preventive strategies. Builds strong partnerships with managers to identify early signs of performance or behavioral concerns, coaching leaders on constructive interventions before issues escalate. Provides insights to HR and executive leadership to inform workforce strategy, retention efforts, and compliance improvements. Develops and reviews policies and procedures to ensure compliance with employment laws and organizational standards. Designs and delivers targeted training on topics like conflict resolution, policy understanding, and effective communication to reduce the likelihood of disciplinary actions. Promote a culture of respect, accountability, and psychological safety aligned with patient-centered care values. Oversees and implements early-intervention practices such as mediation, facilitated conversations, and individualized support plans to resolve concerns at the lowest level. Leads, manages, coaches, and trains a team or department, provides guidance, support, and mentors to ensure optimal performance and productivity. Oversees the recruitment, hiring, team/department orientation, performance appraisals and disciplinary actions including up to termination processes for a team or department. Perform other duties as assigned.

LICENSES AND/OR CERTIFICATIONS

Required Licenses and/or Certifications None required. Preferred Licenses and/or Certifications Certification as a Professional in Human Resources (PHR) or Society for Human Resource Management Certified Professional (SHRM-CP) preferred.

MINIMUM EDUCATION AND EXPERIENCE REQUIREMENTS

Required Education and Experience Directly related work experience equivalent to a bachelor's degree (typically obtained through 6 years of relevant work experience) required for consideration in lieu of degree. 5+ years of progressive experience in Employee Relations, HR, or Labor Relations required. Experience identifying trends and recommending proactive employee relations strategies for the organization. Preferred Education and Experience Bachelor's degree in Human Resources, or related field preferred. Employee Relations, HR, or Labor Relations in healthcare preferred. Familiarity with multi-site operations preferred. Required Knowledge, Skills and Abilities Advanced knowledge and understanding of all relevant federal and state employment laws and regulations. (e.g., Title

VII, ADA, FMLA, FLSA, NLRA

) and their practical application Demonstrated expertise in conducting complex and high-risk workplace investigations. Advanced analytical and problem-solving skills to assess sensitive situations and recommend appropriate actions. Effective conflict resolution and mediation abilities. Excellent written and verbal communication skills, including the ability to prepare detailed investigative reports and executive-level summaries. Ability to influence and build credibility and trust with employees and leadership. Ability to manage multiple complex cases simultaneously while maintaining quality and timeliness. Ability to remain neutral, objective, and professional in emotionally charged or escalated situations involving employees, leaders, patients, visitors, and vendors. Proven ability to coach leaders at all levels on employee relations best practices, documentation, performance management, and corrective action. Proficiency in HRIS systems, Microsoft Office Suite, and other relevant technology. Occasional travel across facilities may be required.

WORKING CONDITIONS

Work is performed in an office environment with little exposure to excessive noise, dust, temperature, etc.

PHYSICAL REQUIREMENTS

Click here to view physical requirements.