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Employee Manager Jobs in Santa Rosa, CA (NOW HIRING)

Crusoe

Employee Relations Manager

Santa Rosa, CA · On-site

As an Employee Relations Manager, you will support workplace concerns, conflict resolution, and internal investigations across the company. You bring strong listening skills, sound judgment, and a ...

Crusoe

Employee Relations Manager

Sonoma, CA · On-site

As an Employee Relations Manager, you will support workplace concerns, conflict resolution, and internal investigations across the company. You bring strong listening skills, sound judgment, and a ...

Socket.dev

General Manager

Healdsburg, CA · On-site

$85 - $130/hr

Performs regular employee evaluations. * Coordinates with Human Resources for new employees' proper ... Management of FOH/BOH hours for payroll - including reviewing clock-in/out times, breaks, overtime ...

New

Scratch Restaurants Group

General Manager

Healdsburg, CA · On-site

$80K - $95K/yr

... employee management retention and development. These duties are carried out to align with the culture. This property is managed by The Matheson. POSITION SUMMARY The role of the General Manager is to ...

Scratch Restaurants

General Manager

Healdsburg, CA · On-site

$80K - $95K/yr

... employee management retention and development. These duties are carried out to align with the culture. This property is managed by The Matheson POSITION SUMMARY The role of the General Manager is to ...

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Employee Manager information

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$25.1K

$67.1K

$112.1K

How much do employee manager jobs pay per year?

As of Sep 7, 2026, the average yearly pay for employee manager in Santa Rosa, CA is $67,077.00, according to ZipRecruiter salary data. Most workers in this role earn between $48,100.00 and $75,400.00 per year, depending on experience, location, and employer.

What is an employee manager?

An Employee Manager is a professional responsible for overseeing and coordinating the activities of staff within an organization. Their primary duties include managing employee performance, resolving workplace conflicts, handling recruitment and onboarding, and ensuring compliance with company policies. Employee Managers also play a key role in fostering a positive work environment and supporting staff development. They often work closely with other departments to align human resources strategies with organizational goals.

How does an employee manager typically collaborate with other departments to support organizational goals?

Employee Managers often work closely with departments such as Human Resources, Operations, and Finance to ensure organizational objectives are met. They coordinate cross-functional meetings, facilitate the flow of information, and address workforce needs or concerns that may impact productivity. By fostering open communication and aligning team efforts with broader company strategies, Employee Managers help create a cohesive work environment where employees are supported and organizational goals are achieved.

What are the key skills and qualifications needed to thrive as an employee manager, and why are they important?

To excel as an Employee Manager, you need a solid background in human resources, leadership, and organizational management, often supported by a degree in HR, business administration, or a related field. Familiarity with HR information systems (HRIS), performance management software, and relevant certifications like SHRM-CP or PHR are highly beneficial. Strong interpersonal communication, conflict resolution, and motivational skills help foster a positive work environment and drive team performance. These skills and qualifications are crucial for effectively managing staff, ensuring compliance, and optimizing workplace productivity.

What are the most commonly searched types of Employee jobs in Santa Rosa, CA?

The most popular types of Employee jobs in Santa Rosa, CA are:

What cities near Santa Rosa, CA are hiring for Employee Manager jobs?

Cities near Santa Rosa, CA with the most Employee Manager job openings:

Employee Manager jobs near you

Employee Relations Manager

Crusoe

Santa Rosa, CA • On-site

Other

Posted 10 days ago

Key responsibilities

  • Assist with and conduct internal investigations involving workplace complaints or concerns.

  • Serve as a responsive, discreet point of contact for employees and managers dealing with sensitive or emotionally charged situations.

  • Help protect the bandwidth of Employee Success Partners by handling day-to-day ER cases so they can focus on strategic work.

Job description


About the Role:


As an Employee Relations Manager, you will support workplace concerns, conflict resolution, and internal investigations across the company. You bring strong listening skills, sound judgment, and a people-first approach to resolving issues, with a practical, grounded sensibility rather than reliance on rigid process. You'll work closely with senior People team members and Legal as you build your ER expertise in a fast-moving environment.


This is a fully onsite position, requiring five days a week at our San Francisco, CA office.



What You'll Do


Support Investigations: Assist with and conduct internal investigations involving workplace complaints or concerns. Ensure documentation is accurate, handling is fair, and cases are moving on a timely basis — with guidance available for complex matters.


Handle Sensitive Situations: Serve as a responsive, discreet point of contact for employees and managers dealing with sensitive or emotionally charged situations.


Support Cross-Functional Partners: Help protect the bandwidth of Employee Success Partners by handling day-to-day ER cases so they can stay focused on strategic work.


Policy Consistency: Partner with Legal, Compliance, and People Operations to apply workplace policies fairly and consistently. Help track cases to support consistent outcomes over time.


Manager Support: Act as a sounding board for managers navigating tough employee situations, performance concerns, and policy questions — escalating to senior partners when needed.


Employment Law Application: Apply working knowledge of federal employment law and Colorado-specific requirements in day-to-day ER work. Seek guidance on complex legal questions.


Training Participation: Support the delivery of manager training on conflict resolution, documentation practices, and early ER risk identification.


Risk Awareness: Stay attuned to workplace dynamics and flag early signs of morale issues or cultural concerns to senior team members.



Core Strengths You'll Bring


Employment Law Foundation: Working knowledge of federal employment law and Colorado labor regulations, with a willingness to deepen expertise over time.


Relationship Builder: A genuine listener who builds trust quickly and reads interpersonal dynamics with care.


Pragmatic Problem Solver: Comfortable navigating ambiguous or sensitive situations with good judgment, even without a step-by-step playbook.


Emotional Intelligence: Calm and composed when handling stressful or emotionally charged employee situations.


Organized & Detail-Oriented: Keeps cases moving, meets deadlines, and maintains clean documentation.



What You Won't Be Expected to Do


Own Corporate ER Strategy: Senior team members lead long-term ER planning and trend analysis; you'll contribute data and observations to support that work.


Own General HR Compliance: People Operations owns handbook documentation, operational workflows outside ER, and core compliance tracking.


Run Other HR Functions: This role does not own org design, talent development, payroll, benefits, or immigration.



Qualifications


HR/ER Experience: 3–5 years of HR generalist or employee relations experience, with exposure to investigations, performance management, and employee-facing advisory work.


Fast-Moving Environments (Bonus): Experience in a scaling or high-growth company is a plus.


Employment Law Knowledge: Solid working knowledge of federal employment law; familiarity with Colorado labor law preferred. Deep California law expertise is not required for this role.


Communication & Interpersonal Skills: Strong written and verbal communication; able to navigate difficult conversations with discretion and empathy.


Travel: Willingness to travel periodically as needed (up to ~10–15%).

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