Employee Relations Manager

Job Summary

The Employee Relations Manager is a senior HR leader responsible for employee relations and learning and development programs. This position is centered on strengthening workplace culture, supporting employee development, and maintaining compliance with applicable labor laws and workplace regulations.

Employment Details

This is a full-time exempt role with a Monday through Friday schedule from 8:00 AM to 5:00 PM. The position is based in Orange County, California and is onsite.

Compensation

The annual salary range for this role is $85,000 to $115,000.

Employee Relations and Investigations

• Oversee internal employee relations investigations involving harassment, discrimination, retaliation, ethics concerns, policy violations, misconduct, and other workplace issues across corporate and onsite teams.
• Create investigation plans, identify witnesses, collect relevant evidence, and conduct unbiased interviews.
• Keep complete and accurate records covering investigation scope, duration, findings, and outcomes.
• Prepare clear investigation summaries with recommended corrective actions and next steps.
• Manage investigations in a timely, objective, and policy-compliant manner.
• Work with leadership to review findings and determine appropriate actions.
• Act as a key contact for employees and managers seeking support on workplace concerns.

Policy, Compliance, and Reporting

• Refine and strengthen processes for reporting concerns, resolving conflicts, and handling investigations.
• Remain informed on federal, state, and local employment laws, including Title VII, ADA, FMLA, and FLSA, to reduce compliance risk.
• Work with Legal on sensitive matters or issues that may lead to litigation.
• Help update HR policies and procedures related to conduct, grievances, and discipline.
• Prepare recurring employee relations reports that identify trends, progress, and areas needing improvement.
• Coach leaders on emerging ER patterns and possible improvements.
• Partner with VPs and Regional leaders to conduct mediation and resolve conflicts.
• Collaborate with executive leadership to review ER trends and intervene early on potential issues.

Client and HR Support

• Promote compliance and employee relations best practices across teams.
• Work with HRIS to create and maintain ER reporting and analysis for HR and leadership.
• Analyze employee relations trends, identify root causes, and recommend actions to reduce risk and improve the employee experience.
• Deliver training for managers and employees on communication, conflict resolution, respectful conduct, and investigation procedures.
• Advise on appropriate disciplinary actions and performance management approaches.
• Partner with HR colleagues to ensure policies are applied consistently and fairly.
• Provide strategic guidance to senior leaders on recurring ER issues and patterns.

Learning and Development

• Design and lead learning programs covering employee relations, performance management, leadership, and related topics.
• Create development initiatives that encourage belonging, motivation, satisfaction, engagement, and retention.
• Assess training needs and build suitable learning solutions.
• Coordinate with other HR functions to align learning and development with broader HR strategy.
• Stay current on best practices in learning and development as well as employee relations.
• Oversee the performance review platform and process to ensure reviews are completed consistently and effectively.
• Weave professional development opportunities into the performance management process.
• Work with department heads and senior leadership to define fair performance review standards and make criteria and guides available to managers and supervisors.

Qualifications

A bachelor’s degree in Human Resources, Business Administration, or a related discipline is preferred, though comparable experience may be accepted. The role calls for 7 to 9 years of progressive employee relations experience, with deep involvement in complex investigations, ideally in property management or another fast-paced setting. Strong knowledge of federal, state, and local employment law is required, along with solid California and multi-state law expertise. The candidate must be able to conduct confidential, fair, and thorough investigations with sound judgment and discretion. Experience using HRIS platforms, especially Paylocity, and Microsoft Office is needed.

Preferred Profile

Additional strengths include professional certifications such as PHR, SPHR, SHRM-CP, SHRM-SCP, or CEI, bilingual or multilingual ability, strong independence in problem-solving, excellent communication skills, and a highly organized, detail-focused work style.