Employee Relations Manager (63538)

Join Aurora Mental Health & Recovery as our Employee Relations Manager and play a pivotal role in fostering a positive, equitable, and high-performing workplace culture. In this hands-on leadership role, you will oversee complex employee relations matters while leading a team of HR Generalists dedicated to supporting employees and leaders through workplace challenges. Serving as a trusted advisor across the organization, you will guide investigations, conflict resolution, performance management, and policy interpretation, ensuring fair, consistent, and legally compliant outcomes. This is an exciting opportunity for an experienced HR professional who thrives on building strong partnerships, mitigating workplace risks, and creating an environment where employees feel respected, supported, and empowered to do their best work.

Schedule. This position will work Monday - Friday, 8:00 am - 5:00 pm, and is eligible for a hybrid model, which allows for a mix of remote and in-office work, with an expectation of being in the office two days per week and working from home three days. This schedule may be adjusted based on training and department needs.

Salary for this role. Starting wage is based on experience and company equity. Paid bi-weekly.

• $111,073 to $166,610

Essential Functions:

• Managerial Accountabilities: Lead employees, maintaining team focus and direction. Hire, provide performance feedback and coaching, and fire employees in accord with organization guidance. Communicate with external stakeholders related to team accountability. Cascade information from sr. leadership to lower levels in alignment with organization strategy and goals. Design and implement effective group and intergroup work and communication expectations. Define and monitor group-level performance indicators. Diagnose and resolve problems within and among work groups.
• Personally manage a portfolio of complex, high-risk, and sensitive employee relations cases, including investigations, disciplinary actions, and terminations.
• Provide guidance, coaching, and decision support to leaders and HR partners on employee performance, conduct, and policy application.
• Ensure timely, consistent, and legally compliant resolution of employee complaints and concerns.
• Conduct thorough investigations, including interviews, documentation review, and findings summaries with clear recommendations.
• Interpret company policies, employment laws, and regulations to guide fair and consistent decision-making.
• Partner with Legal and HR leadership on high-risk or complex matters.
• Ensure documentation meets legal and organizational standards.
• Identify trends and recommend policy updates or new practices to mitigate risk.
• Analyze ER data and case trends to identify systemic issues and organizational risk areas.
• Develop recommendations and action plans to address recurring challenges.
• Partner with HR Leadership and leaders to implement preventative strategies and improve employee experience.
• Coach managers at all levels on handling employee issues, performance conversations, and conflict resolution.
• Support the development of leadership capability in managing employee relations effectively.
• Provide guidance to employees on workplace concerns while maintaining neutrality and professionalism.
• Design and deliver training on employee relations topics such as workplace conduct, investigations, performance management, and conflict resolution.
• Promote awareness of policies and best practices across the organization.
• Provide oversight, coaching, and support to HR Generalists assigned to employee relations work, including case intake, documentation, investigation planning, and appropriate follow-through.
• Review HR Generalist case recommendations to ensure consistent application of policy, sound judgment, legal compliance, and alignment with organizational expectations.
• Support AMHR leaders in responding to manager and employee questions regarding workplace concerns, performance issues, corrective action, policy interpretation, leaves, accommodations, and other HR-related matters.
• Monitor HR Generalist workload, case status, and documentation practices to promote timely resolution, accurate records, and appropriate escalation of complex or high-risk matters.