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Director Employee Relations Jobs (NOW HIRING)

Equinox

Director, Employee Relations

New York, NY · On-site

The Director of Employee Relations is the enterprise leader responsible for shaping and advancing Equinox's employee relations strategy across Club and Corporate populations. This leader elevates ...

Renuity

Director, Employee Relations

Charlotte, NC · On-site

The Director of Employee Relations oversees the policies, procedures, and programs of Renuity's employee relations organization, developing and improving programs related to employee morale and ...

Intuit

Director, Employee Relations

San Diego, CA · Hybrid

Our Employee Relations team at Intuit enables a psychologically safe and supportive work environment that allows employees to do the best work of their lives. We manage and drive policies, programs ...

College Board

Director, Employee Relations

Director, Employee Relations College Board - Global Strategy & Talent Location: This is a fully remote role. Candidates who live near CB offices have the option of being fully remote or hybrid ...

Intuit

Director, Employee Relations

San Diego, CA · Hybrid

Overview Our Employee Relations team at Intuit enables a psychologically safe and supportive work environment that allows employees to do the best work of their lives. We manage and drive policies ...

Intuit

Director, Employee Relations

Mountain View, CA · Hybrid

Our Employee Relations team at Intuit enables a psychologically safe and supportive work environment that allows employees to do the best work of their lives. We manage and drive policies, programs ...

Intuit

Director, Employee Relations

Mountain View, CA · On-site

Our Employee Relations team at Intuit enables a psychologically safe and supportive work environment that allows employees to do the best work of their lives. We manage and drive policies, programs ...

Intuit

Director, Employee Relations

Mountain View, CA · Hybrid

Overview Our Employee Relations team at Intuit enables a psychologically safe and supportive work environment that allows employees to do the best work of their lives. We manage and drive policies ...

MasterCard

Director, Employee Relations

Purchase, NY

Title and Summary Director, Employee Relations Overview Mastercard is seeking an experienced Employee Relations professional to join the Global Employee Relations team. In this role, you will partner ...

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Director Employee Relations information

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$39K

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How much do director employee relations jobs pay per year?

As of Jun 13, 2026, the average yearly pay for director employee relations in the United States is $100,880.00, according to ZipRecruiter salary data. Most workers in this role earn between $70,000.00 and $131,500.00 per year, depending on experience, location, and employer.

What does a director of employee relations do?

A director of employee relations oversees the development and implementation of policies that promote positive employee interactions, resolve workplace conflicts, and ensure compliance with labor laws. They often collaborate with HR teams, handle employee grievances, and work to maintain a healthy organizational culture, typically requiring strong communication and leadership skills. The role may also involve managing investigations and advising management on employee issues.

How does a Director of Employee Relations typically collaborate with other departments to resolve workplace conflicts?

A Director of Employee Relations works closely with HR, legal, and department leaders to address and resolve workplace conflicts. They facilitate communication between parties, ensure compliance with company policies, and provide expert guidance on conflict resolution strategies. Regular meetings with leadership and ongoing training initiatives are common, allowing the Director to proactively address issues and foster a positive workplace culture. This collaborative approach helps ensure that concerns are resolved efficiently while supporting organizational goals.

What is the difference between Director Employee Relations vs Employee Relations Manager?

AspectDirector Employee RelationsEmployee Relations Manager
ResponsibilitiesOversees company-wide employee relations strategies, handles complex issues, and advises senior leadership.Manages day-to-day employee relations activities, resolves employee conflicts, and implements policies.
Required CredentialsBachelor’s degree, HR certifications (e.g., SHRM-SCP), extensive experience in HR or employee relations.Bachelor’s degree, HR certifications preferred, relevant experience in employee relations or HR roles.
Work EnvironmentStrategic, leadership-focused, often in corporate HR departments.Operational, team-oriented, often in HR or employee services teams.

The main difference between a Director Employee Relations and an Employee Relations Manager lies in scope and seniority. The director typically leads company-wide strategies and works closely with executive leadership, while the manager handles daily employee issues and policy implementation. Both roles require HR knowledge and certifications, but the director's role is more strategic and senior.

What are the 4 pillars of employee relations?

The four pillars of employee relations are communication, trust, fairness, and engagement. These elements help foster a positive work environment, improve employee satisfaction, and support organizational goals. As a Director of Employee Relations, understanding and implementing these pillars is essential for effective HR management.

What is the highest paid job in HR?

The highest paid roles in HR are typically HR directors or chief human resources officers (CHROs), who oversee strategic HR functions and organizational policies. These positions often require extensive experience, advanced degrees, and leadership skills, with salaries that can exceed six figures depending on the company size and industry.

Who is higher, HR or director?

In most organizations, the HR department is led by a senior HR manager or HR director, while the director is a higher-level executive role that may oversee multiple departments, including HR. The director typically has broader strategic responsibilities and reports to executive leadership such as the VP or CEO, making the director higher in the organizational hierarchy than HR staff or managers.

What are the key skills and qualifications needed to thrive as a Director of Employee Relations, and why are they important?

To thrive as a Director of Employee Relations, you need a strong background in human resources management, employment law, conflict resolution, and typically a bachelor's or master's degree in HR or a related field. Expertise with HRIS systems, case management tools, and knowledge of compliance frameworks like FMLA and ADA are commonly required. Exceptional interpersonal skills, strategic thinking, and the ability to build trust and navigate sensitive issues set top performers apart. These skills ensure effective resolution of workplace concerns, compliance with legal standards, and a positive organizational culture.
More about Director Employee Relations jobs
What cities are hiring for Director Employee Relations jobs? Cities with the most Director Employee Relations job openings:
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What states have the most Director Employee Relations jobs? States with the most job openings for Director Employee Relations jobs include:
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Director Employee Relations jobs near you
Infographic showing various Director Employee Relations job openings in the United States as of June 2026, with employment types broken down into 77% Full Time, and 23% Part Time. Highlights an 95% Physical, 2% Hybrid, and 3% Remote job distribution, with an average salary of $100,880 per year, or $48.5 per hour.
Director Employee Relations

Director Employee Relations

Blue Cross and Blue Shield of Minnesota

Eagan, MN • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 24 days ago

Blue Cross Blue Shield Of Minnesota rating

5.3

Company rating: 5.3 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

251st of 261 rated insurance

Job description

About Blue Cross and Blue Shield of Minnesota

At Blue Cross and Blue Shield of Minnesota, we are committed to paving the way for everyone to achieve their healthiest life. We are looking for dedicated and motivated individuals who share our vision of transforming healthcare. As a Blue Cross associate, you are joining a culture that is built on values of succeeding together, finding a better way, and doing the right thing. If you are ready to make a difference, join us.

The Impact You Will Have

The Director Employee Relations (ER) is a handson, working leader responsible for both personally managing complex employee relations matters and leading a team of Employee Relations and Leave of Absence (LOA) professionals. This role provides enterprise operational, governance, and risk leadership for ER execution, translating ER strategy into disciplined daytoday decisionmaking and applying advanced judgment, critical thinking, and risk assessment to highstakes cases, investigations, and employment actions.

The Director Employee Relations independently leads the most complex and sensitive ER and LOA matters while also setting standards, guiding team capacity, and ensuring consistent, defensible outcomes across the ER and LOA functions. Serving as a primary escalation point for HRBPs and leaders, this role balances speed, consistency, legal defensibility, and reputational considerations, delivering clear, wellreasoned recommendations to employment counsel and senior HR leadership.

Collaboration is central to the role. The Director Employee Relations works closely with Legal, HR Business Partners, Total Rewards, Talent Acquisition, People Analytics, Organizational Development, Compliance, and Enterprise Learning. In addition to team leadership and direct case execution, the role owns ER and LOA governance and infrastructure, manages compliance hotline issues, identifies patterns and systemic risk, strengthens leader capability, and leads updates to HRrelated policies and practices to improve upstream prevention, decision quality, and enterprise stability.

Your Responsibilities:

  • Provides daytoday leadership for the Employee Relations and LOA functions while personally handling complex, highrisk ER matters, setting priorities, capacity plans, quality expectations, and holding accountability for consistent enterprise practice.
  • Owns and executes enterprise ER work, including direct management of sensitive investigations and employment actions, as well as intake, triage, prioritization, assignment, and execution across misconduct, performance issues, ADA/LOA intersections, and policy violations.
  • Defines and enforces escalation thresholds, decisionrights, and role clarity between HRBPs and Employee Relations, ensuring disciplined, consistent, and defensible application of policy and judgment.
  • Leads and oversees complex, highrisk investigations (e.g., protected class, retaliation, senior leader, systemic issues), applying critical thinking to assess facts, credibility, impact, and risk, and producing highquality, legally sound written outcomes.
  • Owns ER governance, including investigation frameworks, associate handbook, documentation standards, case management processes, government reporting, response timelines, decision consistency, and audit readiness.
  • Applies analytical and strategic thinking to monitor ER performance and enterprise risk indicators-including case volume, cycle time, repeat patterns, and risk hotspots-and uses insights to reduce recurrence and strengthen prevention.
  • Translates ER case data and investigation trends into actionable enterprise insights that inform policy updates, leader capability gaps, training priorities, and emerging people risks; partners with HR, Legal, and Compliance on upstream mitigation strategies.
  • Serves as a senior escalation and advisory partner to HRBPs and leaders on highimpact employment decisions-including corrective action, PIPs, terminations, and RIF planning-strengthening leader decisionmaking while preventing risk drift, inconsistency, or unnecessary enterprise exposure.
  • Acts as a key advisor during highvisibility or enterpriseimpacting ER matters, considering legal, regulatory, cultural, and reputational risk in recommendations and outcomes.
  • Provides strong people leadership by hiring, developing, and retaining talent; setting clear expectations; coaching employees through ongoing performance management; delivering timely, constructive feedback; and modeling organizational values and behaviors
  • Leads process improvement by identifying, streamlining, and implementing more efficient and effective ways of working.

Required Skills and Experience:

  • Accepting this director level position at BCBSMN requires signing an Agreement Regarding Non-Disclosure of Confidential Information and Non-Competition as a condition of employment.
  • Bachelor's Degree in Human Resources, Business Administration, Legal Studies, Industrial-Organizational Psychology or related field.
  • 7+ years of progressive HR experience, with at least 3+ years in leadership / management roles.
  • Strong enterprise judgment with the ability to assess risk and make sound recommendations.
  • Proven expertise in complex employee relations matters and investigations, including protected class, retaliation, senior leader, and systemic issues.
  • Ability to analyze information, solve problems, and work collaboratively with others to address difficult, highstakes decisions.
  • Exceptional written, verbal, and analytical communication skills, including the ability to produce clear, legally sound documentation and executivelevel insights.
  • Ability to communicate clearly and respectfully, actively listen, and adapt messages to the audience to support collaboration and results across the organization.
  • High school diploma (or equivalency) and legal authorization to work in the U.S.

Preferred Skills and Experience:

  • Master's degree in Human Resources, Business Administration, Legal Studies, Industrial-Organizational Psychology
  • Certification PHR/SPHR
  • 10+ years of Employee Relations and/or broader HR experience, including enterpriselevel risk exposure and leadership or peoplemanagement responsibilities.
Role DesignationHybrid

Anchored in Connection

Our hybrid approach is designed to balance flexibility with meaningful in-person connection and collaboration. We come together in the office two days each week - most teams designate at least one anchor day to ensure team interaction. These in-person moments foster relationships, creativity, and alignment. The rest of the week you are empowered to work remote.

Compensation and Benefits$135,500.00 - $182,900.00 - $230,300.00 Annual

Pay is based on several factors which vary based on position, including skills, ability, and knowledge the selected individual is bringing to the specific job.

We offer a comprehensive benefits package which may include:

  • Medical, dental, and vision insurance

  • Life insurance

  • 401k

  • Paid Time Off (PTO)

  • Volunteer Paid Time Off (VPTO)

  • And more

To discover more about what we have to offer, please review our benefits page.

Equal Employment Opportunity Statement

At Blue Cross and Blue Shield of Minnesota, we are committed to paving the way for everyone to achieve their healthiest life. Blue Cross of Minnesota is an Equal Opportunity Employer and maintains an Affirmative Action plan, as required by Minnesota law applicable to state contractors. All qualified applications will receive consideration for employment without regard to, and will not be discriminated against based on any legally protected characteristic.

Individuals with a disability who need a reasonable accommodation in order to apply, please contact us at: talent.acquisition@bluecrossmn.com.

Blue Cross and Blue Shield of Minnesota and Blue Plus are nonprofit independent licensees of the Blue Cross and Blue Shield Association.

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