ZipRecruiter

Log In

1

Director Employee Relations Jobs in San Ramon, CA

Sylvania

Labor Relations Manager (0991)

San Francisco, CA · On-site

$123 - $165/hr

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

As the 0991 Labor Manager, Labor & Employee Relations, you will report to the Senior Executive Director of Labor Relations and serve as a key advisor to District leadership on labor and employee ...

KQED

Labor Relations Specialist

San Francisco, CA · On-site

$93K - $140K/yr

The Labor Relations Specialist will direct support to the labor relations and employee relations functions for the company. They will report directly to the VP of HR and work with the General Counsel ...

KQED

Labor Relations Specialist

San Francisco, CA · On-site

The Labor Relations Specialist will direct support to the labor relations and employee relations functions for the company. They will report directly to the VP of HR and work with the General Counsel ...

Astound

Director, Human Resources

Concord, CA · On-site

$130K - $175K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Enforce employee relations policies, ensuring compliance with federal, state, and local labor laws. * Provide training to leaders and managers on employee relations, conflict resolution, and ...

Jobtailor

Director - People

San Francisco, CA · On-site

$180 - $230/hr

Strong HR generalist foundation: performance management, employee relations, investigations, policy ... Manager-of-one experience (or equivalent): experience leading and developing a direct report and ...

previous pagenext page

Showing results 21-40

All JobsEmployee Relations JobsDirector Employee Relations JobsDirector Employee Relations Jobs in San Ramon, CA

Director Employee Relations information

See San Ramon, CA salary details

$43.6K

$112.7K

$193.9K

How much do director employee relations jobs pay per year?

As of Aug 20, 2026, the average yearly pay for director employee relations in San Ramon, CA is $112,735.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,200.00 and $147,000.00 per year, depending on experience, location, and employer.

What does a director of employee relations do?

A Director of Employee Relations oversees workplace policies, conflict resolution, and employee engagement strategies within an organization. They ensure that the company complies with labor laws, manages employee grievances, and fosters a positive work environment. This role often involves advising management on best practices, developing employee relations programs, and handling complex employee issues. Their goal is to promote fair treatment and open communication between employees and leadership.

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 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.

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 most commonly searched types of Employee Relations jobs in San Ramon, CA?

The most popular types of Employee Relations jobs in San Ramon, CA are:

What are popular job titles related to Director Employee Relations jobs in San Ramon, CA?

For Director Employee Relations jobs in San Ramon, CA, the most frequently searched job titles are:

What job categories do people searching Director Employee Relations jobs in San Ramon, CA look for?

The top searched job categories for Director Employee Relations jobs in San Ramon, CA are:

What cities near San Ramon, CA are hiring for Director Employee Relations jobs?

Cities near San Ramon, CA with the most Director Employee Relations job openings:

Director Employee Relations jobs near you
Infographic showing various Director Employee Relations job openings in San Ramon, CA as of June 2026, with employment types broken down into 2% As Needed, 78% Full Time, 14% Part Time, 2% Temporary, 2% Contract, and 2% Nights. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $112,735 per year, or $54.2 per hour.

Senior Director, People Business Partner & Global Employee Relations

Guardant Health

Palo Alto, CA

Full-time

Re-posted 23 days ago

Guardant Health rating

9.4

Company rating: 9.4 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

3rd of 120 rated laboratories

Job description

Company Description

Guardant Health is a leading precision oncology company focused on guarding wellness and giving every person more time free from cancer. Founded in 2012, Guardant is transforming patient care and accelerating new cancer therapies by providing critical insights into what drives disease through its advanced blood and tissue tests, real-world data and AI analytics. Guardant tests help improve outcomes across all stages of care, including screening to find cancer early, monitoring for recurrence in early-stage cancer, and treatment selection for patients with advanced cancer. For more information, visitguardanthealth.comand follow the company onLinkedIn,X (Twitter)andFacebook.

We are seeking a strategic, business-oriented Senior Director, Human Resources Business Partner (HRBP) & Global Employee Relations to serve as a trusted advisor to senior leaders across Business Development, Finance, Legal, and Public Affairs.

A key responsibility will be to lead the vision and global strategy of our Employee Relations function in partnership with our Employee Relations Director. This combined role will partner closely with centers of expertise to deliver people strategies that enable business growth, organizational effectiveness, and a purpose-driven, high-performance culture.

The ideal candidate is a proactive, business minded HR leader who leads with curiosity, collaboration, agility and wise compassion. They possess a proven track record of aligning talent strategies with business priorities, and delivering measurable outcomes in workforce planning, talent management, organizational design, leadership development, and employee relations.

Reporting to our Chief People Officer, this leader will partner closely with executive stakeholders to anticipate business needs, shape workforce strategies, support AI-enabled tools, workforce readiness and change management across their client groups and be the global Employee Relations escalation point. They will lead a small employee relations team and partner closely with our Legal team and the entire People Business Partner community to ensure a consistent, compliant, proactive and employee-centered approach to employee relations across the enterprise.

Key Responsibilities

Strategic HR Business Partnership

  • Serve as the primary People Business Partner to executive leaders across Business Development, Finance, Legal, and Public Affairs.
  • Develop and execute people strategies that support business objectives, organizational growth, and operational excellence.
  • Provide thought leadership and counsel on organizational effectiveness, change management, team design, leadership effectiveness, and talent optimization.
  • Translate business strategies into actionable workforce plans in partnership with business leaders and Talent Acquisition partners to ensure their client groups have the talent and capabilities needed to achieve its goals.
  • Leverage workforce analytics and business insights to identify trends, risks, and opportunities and recommend data-driven solutions in context of our business.
  • Drive execution of talent reviews, workforce planning, and performance management processes within client groups, partnering with Organization Effectiveness and other COEs

Workforce Planning and Talent Management

  • Own the workforce planning rhythm for supported functions, facilitating regular reviews of organizational needs, headcount plans, hiring forecasts, workforce risks, and capability gaps.
  • Partner with Talent Acquisition to convert workforce plans into executable recruiting strategies, providing visibility into future hiring demand, prioritization, and talent market considerations.
  • Lead strategic workforce planning efforts across supported functions, including talent forecasting, capability assessments, and organizational planning.
  • Partner with leaders to identify critical talent needs and develop strategies and drive talent processes in service to attraction, retention, development, and bench strength.
  • Collaborate with Talent Acquisition and Organization Effectiveness teams to build robust talent pipelines and strengthen organizational capability.
  • Leverage Guardant's Organization Effectiveness frameworks, processes and practices that foster accountability, development, and high performance.

Employee Relations Center of Excellence Senior Leadership

  • Partner with our Director of Employee Relations to continue to design scalable programs, processes, and practices that promote the best possible employee experience while proactively mitigating organizational risk.
  • Provide strategic oversight and guidance on complex employee relations matters, workplace investigations, performance issues, policy interpretation, and conflict resolution.
  • Ensure consistent and compliant application of employment policies, practices, and employment laws across the organization.
  • Partner with Legal and Compliance teams to assess risk and develop proactive solutions to employee relations challenges.
  • In partnership with WF Analytics, ensure ER team analyzes trends are tied to workforce risk identification, business decision-making, and proactive interventions.
  • Ensure manager capability is built through training, coaching, and resources that promote effective leadership and employee engagement.

Change Management & Organizational Effectiveness

  • Lead organizational change initiatives including business transformations, acquisitions, integrations, and workforce transitions.
  • Partner closely with business leaders to design and implement change management strategies that improve adoption, engagement, and business outcomes.
  • Facilitate organizational design discussions with leaders to optimize team structures, decision-making, and operational effectiveness.
  • In partnership, drive and amplify initiatives that strengthen culture, employee engagement, and leadership effectiveness.

Leadership & Collaboration

  • Partner effectively across People Team Centers of Excellence, including Talent Acquisition, Total Rewards, Organizational Effectiveness, and People Operations, as well as Legal partners.
  • Lead, mentor, and develop employee relations and HR team members.
  • Foster strong cross-functional relationships and influence outcomes across all levels of the organization.
  • Serve as a role model for Guardant's values and enterprise leadership expectations.

Qualifications

Required

  • Experience supporting C-level leadership and corporate functions such as Finance, Legal, Business Development, Public Affairs, Corporate Affairs, or similar executive organizations.
  • Proven success leading complex global employee relations programs, managing sensitive workplace matters and ensuring a proactive measurable, approach to systemic issues.
  • Demonstrated expertise leading enterprise workforce planning processes, including headcount forecasting, talent demand planning, organizational modeling, and alignment of workforce investments with business and financial objectives.
  • Proven track record in accelerating business growth by driving strategic business outcomes through people strategies. Experience leading organizational design, restructuring, integration, and executive team effectiveness initiatives.
  • Strong knowledge of employment law, HR compliance, and employee relations leading practices.
  • 12+ years of progressive HR experience, including significant HR Business Partner leadership experience supporting senior executives/C-suite leadership.
  • Experience leading teams and helping team members be the best they can be.
  • Ability to travel at a rate of ~15% to support executive leadership, global employee relations initiatives, and key business meetings.

Preferred

  • SPHR, SHRM-SCP, or equivalent certification.
  • Experience in highly regulated, publicly traded, healthcare, biotechnology, life sciences, or technology organizations.
  • Experience supporting global organizations and cross-functional executive leadership teams.

Critical Competencies

  • Exceptional business acumen and strategic thinking
  • Executive presence and influencing skills
  • Workforce planning and organizational effectiveness expertise
  • Talent management and succession planning leadership
  • Employee relations and risk management expertise
  • Strong judgment and decision-making capability
  • Change leadership and transformation management
  • Data-driven problem solving and analytics
  • Relationship building and stakeholder management
  • Demonstrated curiosity, sound judgment, and the ability to critically evaluate and responsibly leverage AI-enabled tools in accordance with company policies, ethical standards, and regulatory requirements.

AI & Digital Fluency

  • Demonstrate curiosity, sound judgment, and the ability to critically evaluate and responsibly leverage AI-enabled tools in accordance with company policies, ethical standards, and regulatory requirements to improve the efficiency, effectiveness, and quality of work.


Hybrid Work Model: This section is applicable to onsite employees who are eligible for hybrid work location as specified by management and related policies. Guardant has defined days for in-person/onsite collaboration and work-from-home days for individual-focused time. All U.S. employees who live within 50 miles of a Guardant facility will be required to be onsite on Mondays, Tuesdays, and Thursdays. We have found aligning our scheduled in-office days allows our teams to do the best work and creates the focused thinking time our innovative work requires. At Guardant, our work model has created flexibility for better work-life balance while keeping teams connected to advance our science for our patients.

The annualized base salary ranges for the primary location and any additional locations are listed below. This range does not include benefits or, if applicable, bonus, commission, or equity. Each candidate's compensation offer will be based on multiple factors including, but not limited to, geography, experience, education, job-related skills, job duties, and business need. Primary Location: Palo Alto, CA Primary Location Base Pay Range: $245,700 - $337,850 Other US Location(s) Base Pay Range: $208,845 - $287,173 If the role is performed in Colorado, the pay range for this job is: $221,130 - $304,065


Employee may be required to lift routine office supplies and use office equipment.Majority of the work is performed in a desk/office environment; however, there may be exposure to high noise levels, fumes, and biohazard material in the laboratory environment.Ability to sit for extended periods of time.

Guardant Health is committed to providing reasonable accommodations in our hiring processes for candidates with disabilities, long-term conditions, mental health conditions, or sincerely held religious beliefs. If you need support, please reach out toPeopleteam@guardanthealth.com

A background screening including criminal history is required for this role. GH will consider qualified applicants with criminal arrest or conviction histories in a manner consistent with applicable law including but not limited to the LA County Fair Chance Policies and the Fair Chance Act (Gov. Code Section 12952).

Guardant Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

All your information will be kept confidential according to EEO guidelines.
To learn more about the information collected when you apply for a position at Guardant Health, Inc. and how it is used, please review ourPrivacy Notice for Job Applicants.

Please visit our career page at:http://www.guardanthealth.com/jobs/

What Guardant Health employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply