HR Operations & Employee Relations Lead

Primary Responsibilities

Employee Relations & Performance Management  

• Serve as the primary point of contact for employee relations concerns, providing coaching, conflict resolution, and guidance to employees and managers. 
• Build strong, trusted relationships at all levels through approachable, solutions-oriented support. 
• Partner with managers on all aspects of performance management, including feedback conversations, team dynamics, talent development, performance issues, and policy application. 
• Lead investigations and document findings in accordance with best practices and legal standards. 
• Ensure consistent interpretation and application of employment policies and relevant federal/state employment laws. 
• Facilitate and support the performance review process and guide managers in structuring meaningful goal-setting and development conversations. 
• Maintain documentation of all employee relations cases, analyze trends, and proactively recommend interventions. 

Culture & Internal Communications 

• Partner with the Senior HR Director to support culture strategy and multi-year engagement priorities. 
• Lead implementation of engagement initiatives and support development of culture-building programs. 
• Support recognition programs, internal communications, Shared Services Digest content, and coordinated messaging across departments. 
• Partner with leaders to ensure consistency in tone, expectations, and employee touchpoints across the employee lifecycle. 
• Use qualitative and quantitative data to identify themes and inform culture, engagement, and operational improvements. 

HR Operations & Compliance 

• Provide governance and oversight of payroll workflows, ensuring data accuracy, timely processing, quality checks, and issue escalation. 
• Ensure HR policies, procedures, and practices are compliant with local, state, and federal employment law, recommending updates as laws evolve. 
• Own the leave of absence and accommodation processes from a programmatic standpoint, ensuring consistency, legal compliance, and operational alignment. 
• Maintain oversight of multi-state compliance requirements and ensure HR practices meet evolving legal standards. 
• Develop and maintain SOPs, guides, templates, and toolkits that support managers and employees. 

HR Technology, Process Improvement & Project Management  

• Act as a key contributor to HR system enhancements (HRIS, payroll, benefits, AI-enabled workflows), ensuring processes are efficient, user-friendly, and scalable. 
• Lead and support strategic HR projects, including policy redesigns, compensation cycles, performance processes, and change-management efforts. 
• Translate business needs into practical solutions, balancing day-to-day execution with long-term improvements. 
• Utilize data and technology to streamline HR operations, support decision-making, and enhance the employee experience. 
• Leverage AI tools and automation to improve HR processes, employee communication, and data-driven decision-making. 
• Collaborate with Shared Services Team to streamline workflows, automate processes, and enhance the employee experience. 
• Support organizational change by helping leaders and teams navigate transitions, new ways of working, and culture shifts. 

Leadership & HR Team Collaboration 

• Provide coaching and support to HR team members on HR standards, service quality, and consistent application of processes. 
• Serve as a thought partner to the Senior HR Director in shaping HR strategy, role design, and service delivery models. 
• Perform other duties as assigned by manager for business necessity 

Summary of Qualifications

Knowledge and Skills 

1. Proven ability to navigate sensitive employee situations with professionalism, empathy, and sound judgment. 
2. Experience in culture, engagement, and internal communications. 
3. Demonstrated experience managing employee accommodations, leaves of absence, and performance management processes. 
4. Strong understanding of employment laws and HR best practices. 
5. Excellent interpersonal, facilitation, and written communication skills. 
6. Tech-savvy with experience using HRIS systems and comfort with AI-driven tools. 
7. Strong HR operations background—working with payroll, benefits, HRIS data integrity, and policy interpretation. 
8. Strategic thinker who can balance employee experience with organizational priorities. 
9. Proactive, collaborative, and data-informed approach to problem-solving. 
10. Strong project management and time management skills; ability to prioritize across competing demands. 
11. Adaptability in navigating change and shifting organizational needs. 
12. Excellent relationship-building skills that foster trust and collaboration. 
13. Curiosity and proactivity in identifying trends, recommending improvements, and advancing culture initiatives. 

Minimum Hiring Specifications

• Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or related field.    
• 5-7 years of progressive HR experience with at least 3 years of experience in employee relations, compliance, and HR Operations.  
• HR certification (SHRM-CP/SCP or PHR/SPHR) is highly preferred.