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MECCA Management Group

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Assistant Director - Employee Relations

Fort Worth, TX · On-site

$142K - $162K/yr

Position Summary The Assistant Director, Employee Relations and HR Business Partners provides strategic leadership for employee and labor relations, HR business partnership services, and regulatory ...

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Director Employee Relations information

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$39K

$100.9K

$173.5K

How much do director employee relations jobs pay per year?

As of Jul 4, 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 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 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 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:
What are the most commonly searched types of Employee Relations jobs? The most popular types of Employee Relations jobs are:
What states have the most Director Employee Relations jobs? States with the most job openings for Director Employee Relations jobs include:
What job categories do people searching Director Employee Relations jobs look for? The top searched job categories for Director Employee Relations jobs are:
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 97% Full Time, and 3% Part Time. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $100,880 per year, or $48.5 per hour.

Assistant Director - Employee Relations

MECCA Management Group

Fort Worth, TX • On-site

$142K - $162K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 2 days ago

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Job description

Employee & Labor Relations Lead employee and labor relations strategies that promote trust, resolution, and a positive work environment. Compliance & Regulatory Leave Ensure compliance with applicable laws and policies while effectively managing leave programs and accommodations. Strategic HR Business Partnerships Build strong partnerships across departments to support organizational goals and workforce excellence.

Position Summary

The Assistant Director, Employee Relations and HR Business Partners provides strategic leadership for employee and labor relations, HR business partnership services, and regulatory leave administration. This position partners with organizational leaders to develop and implement people strategies that foster an engaged, high-performing, and inclusive workforce while ensuring compliance with employment laws, labor agreements, and organizational policies.

The Assistant Director serves as a trusted advisor to leadership, guiding complex employee relations matters, overseeing leave and accommodation programs, and leading a team of HR Business Partners to align human resources initiatives with organizational objectives.

Essential Duties and Responsibilities

Employee & Labor Relations

  • Lead the organization's employee and labor relations strategy to promote trust, collaboration, accountability, and a positive workplace culture.
  • Direct the resolution of complex employee relations issues, including workplace conflicts, investigations, disciplinary actions, grievances, and performance management.
  • Partner with executive leadership and managers to proactively identify and resolve workforce challenges.
  • Provide strategic guidance on labor contract interpretation, collective bargaining agreement administration, and labor-management partnerships.
  • Develop and implement employee relations programs that enhance engagement, retention, and organizational effectiveness.
  • Ensure consistent application of HR policies and employment practices across the organization.

Compliance & Regulatory Leave

  • Oversee compliance with federal, state, and local employment laws and regulations, including leave and accommodation requirements.
  • Direct the administration of Family and Medical Leave (FMLA), Americans with Disabilities Act (ADA), workers' compensation coordination, military leave, and other regulatory leave programs.
  • Ensure consistent, legally compliant administration of reasonable accommodations and the interactive process.
  • Monitor regulatory changes and recommend policy updates and operational improvements.
  • Partner with legal counsel and internal stakeholders to mitigate organizational risk and ensure compliance.

Strategic HR Business Partnerships

  • Lead the HR Business Partner function by providing strategic consultation to department leaders on workforce planning, talent management, organizational development, succession planning, and employee engagement.
  • Build strong partnerships across departments to support organizational goals and workforce excellence.
  • Collaborate with leadership to develop and implement HR strategies aligned with business objectives.
  • Analyze workforce trends and HR metrics to inform strategic decision-making and continuous improvement.
  • Coach leaders on change management, organizational effectiveness, leadership development, and employee performance.
  • Champion diversity, equity, inclusion, and belonging initiatives that strengthen organizational culture.

Leadership & Operations

  • Supervise, mentor, and develop HR Business Partners and Employee Relations staff.
  • Establish departmental goals, performance measures, and operational priorities.
  • Develop policies, procedures, and best practices that improve service delivery and operational efficiency.
  • Prepare reports, presentations, and recommendations for executive leadership.
  • Manage special projects and strategic HR initiatives as assigned.

Qualifications

Education

  • Bachelor's degree in Human Resources, Business Administration, Public Administration, or a related field required.
  • Master's degree preferred.

Experience

  • Seven (7) or more years of progressively responsible Human Resources experience.
  • At least three (3) years of leadership or management experience.
  • Significant experience in employee relations, labor relations, HR business partnership, and regulatory leave administration.
  • Experience supporting senior leaders and managing complex employee relations matters.

Knowledge, Skills, and Abilities

  • Comprehensive knowledge of employment laws and regulations, including FMLA, ADA, FLSA, EEO, and other applicable federal and state laws.
  • Strong expertise in employee and labor relations, investigations, conflict resolution, and performance management.
  • Demonstrated ability to build trusted relationships and influence leaders at all organizational levels.
  • Strategic thinking with the ability to translate organizational priorities into HR initiatives.
  • Excellent interpersonal, communication, coaching, and facilitation skills.
  • Strong analytical, problem-solving, and decision-making abilities.
  • Ability to maintain confidentiality and exercise sound judgment in sensitive situations.
  • Proficiency with HRIS systems and Microsoft Office applications.

Preferred Certifications

  • SHRM Senior Certified Professional (SHRM-SCP)
  • HRCI Senior Professional in Human Resources (SPHR)
  • Certified Labor Relations Professional or related certification preferred