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6-10 years of experience
Employee Relations Manager serving as safety and business strategist.
- Managed cash audits, bank deposits, and monitored customer transactions of up to $10,000 per day.
- Streamlined business practices and increased profitability of employee shifts by 18%.
- Monitored employee safety in compliance with ServSafe hazard analysis and critical control standards.
- Managed 100% of employee hiring, scheduling, and training of twenty employees per shift.
- Maintained high level of customer service to increase individual branch loyalty and repeat business.
0-5 years of experience
Responsible for investigating, interviewing and making recommendations on reported policy violations throughout the southeast region consisting of 690 stores, with more than 100,000 associates in 15 states and, Puerto Rico. Acted as a liaison between department managers and hourly employees by providing advice and counsel regarding personnel practices, company procedures and employment laws. Developed strong relationships with business partners to promote good employee relations across the organization. Provided guidance to managers on appropriate disciplinary action regarding policy violations.
- Investigated and resolved more than 2,000 cases involving a variety of employee relations issues.
- Manned the emergency after hours phone 24/7 on multiple occasions handling calls to resolution involving threat of violence, actual violence, threat of suicide along with employees reporting to work under the influence.
- Managed a case load of 40+ per week, which involved meeting 28 metrics and was able to successfully meet or beat case closure deadlines.
- Successfully defended six EEO charges and one wrongful termination class action law suit involving wrongful termination.
0-5 years of experience
Responsible for the overall administration of the Recruiting & Retention Department.
- Managed online job requisitions, screened and interviewed applicants, conducted phone interviews with qualified candidates, set-up new hire paperwork and orientation
- Supervised staff of four to ensure daily and weekly retention goals are met
- Handled all client concerns with involved caregivers to ensure investigations are handled in a fair manner including drug testing, written statements, and reporting incidents to State
- Administered ongoing training program for all employees to participate in on a regular basis
6-10 years of experience
Assist with onboarding new hires with administering Code of Business Conduct training, employment verification, and scheduling union orientation. Responsible for annualized attendance reporting and presentations for Mobility Sales & Service Vice-Presidents. Serve as a liaison and subject matter expert on grievance issues between CWA Union Locals, Management, Labor, and HR for multiple locations for 1400 + bargained employees. Facilitate grievance meetings and apply negotiation skills to resolve complex issues. Coordinate and lead quarterly working relations meetings between management and the local CWA Union. Represent organization for company wide diversity and inclusion initiatives. Serve as Treasurer on board of directors of Women of AT&T-Washington State with primary duties of tracking expenses and maintaining annual budget.
- Streamlined grievance process for multiple call centers resulting in a decrease in 40% of formal grievances filed
- Reduced organization’s annualized absences by 18% year over year as a result of providing monthly reports for VP review
- Implemented a facility plan in the event of a work-stoppage during contract negotiations which resulted in successful training of 40+ management employees
- Awarded Member of the Year 2013 for my contributions as a board member of Women of AT&T
0-5 years of experience
Oversaw complete scope of training program initiatives for startup casino and resort. Directed instructional design, facilitation methods, implementation, and evaluation/assessment of instructional programs. Selected learning materials, reviewed course curriculum and sourced outside vendors. Collaborated with Vice President of Human Resources to steer mass hiring and handle recruitment, interviewing, and selection of approximately 500 employees. Managed $50K budget and worked closely with senior and mid-level managers including Vice President of Operations and Vice President of Finances.
- Developed effective on-boarding process for hourly, supervisory, and managerial staff, making it possible to meet strategic goal of having prepared workforce ready for grand opening.
- Met first year retention levels of 70% set by Vice President of Human Resources, avoiding significant costs related to high employee turnover in first year of operation.
- Delivered high level of customer training, resulting in first year profits exceeding expectations.
0-5 years of experience
Identified staff vacancies and recruited, interviewed and selected potential applicants.
- Provided current and prospective employees with information about policies, job duties, working conditions, wages and employee benefits.
- Performed conflict resolution and team building exercises to ensure company moral remained high.
- Designed and implemented various employee incentive and reward programs for increased productivity.
- Planned and conducted new employee orientations foster positive attitudes towards organizational objectives.
- Revamped and redesigned employee healthcare benefits package, while increasing benefits and lowering companies total cost.
- Strengthened relationships with functional departments, making HR a strategic partner in process development, staffing, and employee relations.
- Assisted in restructuring the HR department, consolidating 3 separate departments into one. Increased employee retention and satisfaction by providing more opportunities for advancement.
6-10 years of experience
Provided all facets for Human Resources and Labor advice to 1800 Management, Union and Union-Free employees including coaching and counseling on performance and management issues, conflict resolution, and contract administration.
- Team building, relationships developments and conflict resolution reduced the grievance and NLRB charges by 75%
- Arbitration hearings reduced by 50% over a four years period.
- Developed a safety and attendance incentive system.
- Managed the Asset Recovery Center for the Safeway NorCal Distribution recycling thousands of tons.
- Established the first Joint Labor Management Committees.
- Successfully defeated organizing campaign directed towards the Company’s administration employees
0-5 years of experience
Responsibilities included management development for 2,500+ supervisors and managers over a 3-state territory.
- Provided classroom training in all leadership disciplines including performance management.
- Generated additional revenue, improved employee satisfaction, improved production, and increased customer satisfaction by applying motivational techniques.
- Team leader for 6 management development managers and 6 employee relations managers.
- Improved the region employee opinion survey by 15% during 2 year assignment.
- Ratified the teamster-UPS contract by the highest percentage in the country.
6-10 years of experience
Privately held corporation employing over 800 associates provides claim audit and recovery services to the health care and property & casualty industries.
- Manage all areas of employee relations including benefits administration, leave policies, talent development, corrective coaching, progressive discipline and separations.
- Introduced robust talent management tool and a new competency model.
- Implemented corporate Wellness Program to focus on healthy lifestyles, reduce absenteeism, and control rising healthcare costs for a self-funded plan.
- Launched an automated, online employee benefits administration program to increase employee self-service and allow HR team to focus on more strategic initiatives.
- Managed a company-wide compensation audit that resulted in new job evaluation factors, expanded grade levels, and a salary structure that encourages talent development and rewards top performers.
- Developed and Implemented Affirmative Action, Drug Testing and other related plans for implementation in 2011
0-5 years of experience
Internal consultant on diverse organizational issues and facilitator of appropriate interventions.
- Completed the Targeted Selection Certification Program and implemented programs to improve the competency-based selection process for hiring talented and culturally diverse team contributors.
- Established recruitment guidelines that would ensure compliance with all EEO guidelines.
- Developed and implemented a college relations program to increase employee diversity.
- Created a college intern program.
0-5 years of experience
Managed employee relations and recruitment function for a large international law firm’s New York office. Provided guidance to managers ensuring compliance with government regulations and firm policies and partnered with managers to recruit and hire for all administrative positions.
- Managed and resolved Human Resources issues, partnering with general counsel when appropriate.
- Ensured compliance with government regulations such as Wage and Hour, American’s with Disabilities and Family Medical Leave.
- Interpreted and administered firm policies and procedures
- Counseled managers on sensitive employee relations issues, managing in the best interest of the firm and striving for successful employee resolutions.
- Identified new background check vendor to be used by firm’s domestic offices. Reviewed background checks of employment candidates and addressed open issues. Rescinded employment offers, as necessary, following Fair Credit Reporting Act guidelines.
- Managed the development and documentation of internal procedural guidelines for the Benefits Department.
0-5 years of experience
Was the world’s largest marketer, producer and distributor of soft drinks, bottled waters, and juices. Coca-Cola Enterprises was acquired by the Coca-Cola Company on October 3, 2010.
- Provided general human resource support to all department managers and employees for 4 facilities
- Handled union grievances and managed labor relationships
- Educated managers and ensured compliance of affirmative action plan and EEO goals
- Engaged in recruiting, networking and outreach at high schools, colleges, community organizations and job fairs
0-5 years of experience
Global manufacturer of molds, mold bases and quick-change molds for the plastic injection industry. $740M in sales (Milacron) D-M-E is ranked #1 in North America and #2 globally. Responsible for Human Resources management of 400 employees at 3 manufacturing facilities and 8 distribution centers.
- Successfully defeated Teamsters organizing attempt at Charlevoix manufacturing facility
- Post acquisition RIF and Reorganization resulting in over $470K annual savings
- Implemented formal salary administration program resulting in improved employee morale
- Managed benefit changeover to align with corporate plans
- Re-established employee trust in management
- Affirmative Action Plan Officer for all locations
0-5 years of experience
Maintained personal employee information including but not limited to medical, pay, and demographic in the strictest confidence
- Conducted monthly human resources floor conferences to meet with employees on all shifts
- Ensured all new employees are trained in time clock practices and creates employee badges
- Investigated causes of employee disputes and grievances and recommends corrective action
- Answered routine benefit questions for managers and employees, and assisted with problem solving
- Assisted with annual benefits renewals, including the negotiations and necessary enrollment procedures
- Conducted, wrote up, and distributed exit interviews with employees leaving the company
- Coordinated and recruited for Staffing Excellence Committee and held monthly meetings to review and discuss ideas to enhance employee engagement
0-5 years of experience
Managed Employee Relations Program, for five Hanes facilities in Puerto Rico, ensuring compliance of Company policies and procedures and state and local regulations. Provided leadership, guidance and counsel on company policies involving labor relations and compliance issues such as affirmative action, EEO safety and health, and workers compensation matters.
- Coordinated and audited plants’ Community Relations plans.
- Conducted Opinion Survey and audits and recommended corrective actions where necessary.
- Developed effective Employee Relation Programs to maintain a positive work environment.
- Led the sewing phase-out strategy; achieved results without negative side effects.
- Performed effective re-organization of the HR Department Island wide, which included the development and promotion of the HR personnel.
0-5 years of experience
Managed 3 full time Equal Opportunity techs and oversight of over 30 pacific fleet submarines and land based recreational specialist.
- Oriented over 1200 new employees in personnel procedures, benefits and EEO guidelines.
- Resolved employee disputes as Federal mediator saving over $200,000 in court and settlement cost.
- Designed and developed instructional curriculum for over 40,000 employees.
0-5 years of experience
Identified, analyzed and implemented resolutions to complex and highly sensitive employee relations issues
- Provided coaching and guidance to clients consisting of 1000 employees in support of employee relations issues and performance management processes
- Drove effective implementation of all performance management tools (e.g., performance appraisal, development plans, mid-year process and annual compensation and appraisal processes)
- Consulted and influenced all levels of management regarding interpretation and administration of human resource policies, programs, procedures (harassment, business conduct, disciplinary actions, terminations, reorganizations and reductions in force) and compliance with applicable state/federal statutes and regulations
- Conducted investigations regarding potential misconduct and policy violations
- Evaluated and reviewed employee related decisions in response to employee concerns
0-5 years of experience
Responsible for Training functions and Employee Relations for multi-site auto dealership and collision center (with 800+ employees).
- Established and implemented policies and procedures associated with recruitment, selection process, and employment screening requirements.
- Ensured site compliance with HR requirements, including new hire on-boarding, payroll, and benefits processes.
- Provided consultation and assistance to department managers, supervisors, associates and executive management.
- Designed and facilitated new-hire orientations and coordinated sales training classes for new associates.
0-5 years of experience
Managed a staff of four Employee Relations Representatives in the Western Region. Known for resolving employee matters quickly, calmly with professionalism and diplomacy.
- Provided daily oversight and leadership to four Employee Relations Representatives.
- Provided verbal and written recommendations to all levels of management regarding employee related matters.
- Served as the subject matter expert providing clarification regarding policies/procedures and federal and state employment laws.
- Participated in depositions and arbitration hearings, resulting in a high success rate of saving the company substantial amounts in judgment payouts.
- Conducted oral presentations for both large and small groups.
- Exceeded customer service level expectations by responding and resolving employee questions and concerns within less than 24 hours.
0-5 years of experience
Held positions in a progressive career path from Technical Recruiting Manager to Employee Relations Manager supporting over 50 partners in the Financial Services, Entertainment, Media & Telecom practices.
- Led investigations related to harassment, discrimination and fraud recovering over $300K in one year
- Facilitated and developed training sessions for HR community, project sites and partners on key HR strategies which included business ethics and policies, adverse employment actions, diversity, fraud, and work life quality
- Managed and executed a 2000 person reduction in force including criteria development, logistics planning and training for terminations in preparation for sale of consulting practice to IBM 2002
- Managed team of up to 3 people
- Facilitated rollout of national HR initiatives including recognition programs and Employee Resource Groups
- Responsible for recruiting and sourcing for Financial Services practice
0-5 years of experience
HR generalist for 450 hourly and 80 salaried manufacturing employees at this 3-shift manufacturer of Nabisco cookies and crackers.
- With 40% new supervisors – developed 4-layer development program including (1) 12 week orientation to plant, (2) two levels of technical (chemical/baking) knowledge (3) basic supervisory skills training with outside consultant and (4) monthly policy/practice training.
- Led plant 18-month cycle Satisfaction Survey, focus groups and action planning.
- Co-led semi-annual salaried employee performance planning calibration.
- Salaried and hourly staffing, significant employee relations problem solving. Managed two plant nurses.
- Site Leader of SAP HR/Payroll implementation.
6-10 years of experience
Responsible for taking care of day to day issues for employees regarding benefit questions, work situations and contract administration.
- Supported 6 locations and 400 employees in Northeastern Ok, Kansas and Arkansas.
- Conducted investigations regarding employee behavior on a wide variety of issues.
- Worked closely with supervision when employee counseling was needed and trained them in the fundamentals of supervision. A program supplied by Anheuser Busch, the parent Company.
Employee Relations Manager Duties and Responsibilities
While an employee relations manager’s day-to-day duties and responsibilities are determined by where they work, there are many core tasks associated with the role. Based on our analysis of job listings, these include:
Employee Relations Program Design To keep a business running smoothly, a company needs to balance employee and manager relationships. Employee relations managers design programs to ensure the fair treatment of employees and effective communication between employees and managers.
Implement Policies and Procedures Company policies determine the way employees conduct themselves in the workplace and address issues like drug and alcohol use, sexual harassment, and privacy. The employee relations manager is responsible for creating and enforcing these policies.
Resolve Workplace Conflicts Situations between employees and management arise in any workplace environment. Employee relations managers address these conflicts and strive to resolve them in a positive manner that benefits all parties and facilitates healthy work relationships.
Address Employee Concerns Employee relations managers listen to and address employee concerns to encourage a supportive atmosphere in the workplace. They resolve employee issues and handle complaints to protect the interests of all parties involved.
Advise Managers It’s important for managers to have the skills to handle employees in all potential work scenarios. Employee relations managers provide advice on how to effectively deal with employees, especially in difficult situations.
Lead Negotiations Negotiations are another key duty. Employees often sign contracts that outline salaries and benefits, and employee relations managers facilitate the negotiation of these contracts between employees and management to come up with terms that please both sides.
Employee Relations Manager Skills and Qualifications
Employee relations managers should have a passion for working with diverse groups of people and a knack for problem-solving. Required education and experience vary depending on the industry, but a bachelor’s degree and prior experience in the HR sector are typically sought out. Employers also prefer candidates with the following skills:
- Interpersonal skills – the employee relations manager often plays the role of counselor, mediator, and connector between the workforce and management, so strong interpersonal skills are essential to identify the needs of employees and management
- Problem-solving skills – it’s up to the employee relations manager to devise solutions to issues that arise in the workplace
- Negotiation – employee relations managers present information and bargain with managers and employees to reach contract terms that please both sides
- Communication skills – healthy employee relations depend on the flow of information through the company. The ability to listen and understand people’s concerns is important for this position, as is the ability to provide answers to complex workplace questions
- Analytical skills – as the link between employees and managers, employee relations managers need strong analytical skills to assess situations and make accurate observations in the workplace
Employee Relations Manager Education and Training
A bachelor’s degree in human resources or business is generally required for this position. Previous experience in employee relations or HR management is usually required as well. Leadership and industry certifications can give job candidates an edge over the competition.
Employee Relations Manager Salary and Outlook
The median annual salary for employee relations managers is $102,469, with a usual range of $90,934 to $119,850 that varies widely based on industry and location. Employee relations managers in the 10th percentile earn $80,432 a year, while the highest-paid managers make $134,977 a year, according to Salary.com. Employee relations managers usually receive full benefits packages that include healthcare, retirement options, and paid time off.
Helpful Resources
Are you interested in using your people skills to become an employee relations manager? We’ve searched the internet and gathered a list of great resources to help you along your way:
“How Do You Become an Employee Relations Specialist?” – this outstanding article by the Business Research Guide contains information about the degrees and certifications necessary to work in the HR management field
The National Human Resource Association – the NHRA offers a national connection service for professionals in human resources, as well as information on training, networking, jobs, and career development
Unwritten HR Rules: 21 Secrets for Attaining Awesome Career Success in Human Resources – author Alan Collins shares strategies for advancing your career in the HR field, including 21 secrets to landing an awesome job
Human Resources Cover Letter Examples
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Last edited by: Gabriela Barcenas, CPRW, Content Writer II -
Gabriela Barcenas
CPRW, Content Writer IIGabriela is a Certified Professional Resume Writer (CPRW) and career adviser. With 10 years of digital media experience and five years of resume writing expertise, her publication history includes fashion, education, travel, social justice, equitable design and career advice.
