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Employee Relations Coordinator Jobs (NOW HIRING)

Government of the Virgin Islands

$34.95/hr

Description The Employee Relations Coordinator is responsible for coordinating and executing a wide range of activities associated with employee relations, career development, performance management ...

WinCo Foods

Employee Relations Coordinator

Boise, ID · On-site

Under the direction of the Employee Relations Specialist, Senior Employee Relations Specialist, and/or Employee Relations Director, assist in conducting investigations regarding allegations of ...

WinCo Foods

Employee Relations Coordinator

Boise, ID · On-site

Under the direction of the Employee Relations Specialist, Senior Employee Relations Specialist, and/or Employee Relations Director, assist in conducting investigations regarding allegations of ...

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$89K

How much do employee relations coordinator jobs pay per year?

As of Aug 15, 2026, the average yearly pay for employee relations coordinator in the United States is $55,460.00, according to ZipRecruiter salary data. Most workers in this role earn between $46,000.00 and $64,500.00 per year, depending on experience, location, and employer.

What are some common challenges faced by employee relations coordinators, and how can they be effectively managed?

Employee Relations Coordinators often encounter challenges such as managing sensitive workplace conflicts, ensuring compliance with labor laws, and balancing the needs of both employees and management. Effectively handling these challenges involves maintaining strong communication skills, staying up-to-date on employment regulations, and practicing impartiality when resolving disputes. Building trust with employees and collaborating closely with HR and legal teams are key strategies for success in this role.

Is employee relations a stressful job?

Employee Relations Coordinators often handle sensitive issues such as conflicts, grievances, and compliance, which can contribute to workplace stress. The role requires strong communication, problem-solving skills, and emotional resilience, but stress levels vary depending on organizational size and support systems. Effective time management and conflict resolution training can help manage job-related stress.

What are the key skills and qualifications needed to thrive as an employee relations coordinator?

To thrive as an Employee Relations Coordinator, you need a solid understanding of HR policies, employment law, and conflict resolution, often supported by a degree in human resources or a related field. Familiarity with HRIS systems, case management tools, and certifications like SHRM-CP or PHR is valuable. Exceptional interpersonal skills, active listening, and problem-solving abilities help build trust and navigate sensitive workplace issues. These competencies are crucial for fostering a positive work environment, ensuring compliance, and effectively addressing employee concerns.

What is the difference between Employee Relations Coordinator vs HR Specialist?

AspectEmployee Relations CoordinatorHR Specialist
CredentialsTypically requires a bachelor's degree in HR, Business, or related fieldRequires a bachelor's degree; certifications like PHR or SHRM-CP are common
Work EnvironmentFocuses on employee engagement, conflict resolution, and workplace cultureHandles recruitment, onboarding, compliance, and broader HR functions
Employer & Industry UsageUsed across various industries to improve employee relationsCommon in HR departments across industries, with broader HR responsibilities
Search & Comparison IntentOften compared for roles focused on employee relations and engagementCompared for roles with broader HR duties

The main difference is that an Employee Relations Coordinator primarily focuses on managing employee relations, engagement, and conflict resolution, while an HR Specialist handles a wider range of HR functions including recruitment, compliance, and benefits. Both roles require similar educational backgrounds and certifications, but their core responsibilities and focus areas differ.

What does an employee relations coordinator do?

An employee relations coordinator manages communication between employees and management to address workplace issues, promote a positive work environment, and ensure compliance with company policies. They often handle conflict resolution, conduct investigations, and support employee engagement initiatives, using skills in communication, conflict management, and HR software. The role typically requires knowledge of employment laws and strong interpersonal skills.
More about Employee Relations Coordinator jobs

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Cities with the most Employee Relations Coordinator job openings:

What are the most commonly searched types of Employee Relations jobs?

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What states have the most Employee Relations Coordinator jobs?

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Employee Relations Coordinator jobs near you
Infographic showing various Employee Relations Coordinator job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 19% Part Time, 3% Contract, and 1% Nights. Highlights an 96% Physical, 2% Hybrid, and 2% Remote job distribution, with an average salary of $55,460 per year, or $26.7 per hour.

Employee Relations Coordinator

Great Lakes Community Action Partnership

Fremont, OH

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 9 days ago

Job description

Employee Relations Coordinator

Location: 127 South Front Street, Fremont, OH 43420

Schedule: Monday - Thursday

Weekly Hours: 34 hours per week

Employment Type: Year-Round Full-Time

POSITION OVERVIEW

The Employee Relations Coordinator plays a critical role in creating a positive, respectful, and compliant workplace by building strong relationships with employees and leaders across the organization. This role enhances the employee experience by promoting GLCAP's core values and ensuring the consistent and fair application of organizational policies and employment practices.

The Employee Relations Coordinator collaborates with leaders and employees to address workplace concerns, conduct workplace investigations, and support effective performance management practices. As a trusted advisor, the role provides coaching, consultation, and guidance on employee relations matters, helping leaders navigate challenges and maintain compliance with applicable employment laws, regulations, and collective bargaining agreements.

Using data, employee feedback, and workplace trends, the Employee Relations Coordinator helps identify opportunities to strengthen engagement, improve retention, enhance organizational effectiveness, and promote a culture of continuous improvement. Through a commitment to fairness, consistency, and relationship-building, this role supports GLCAP's mission and advances its core values of Integrity, Collaboration, Accountability, Respect, and Adaptability.

WHY WORK FOR GLCAP?

When you work for Great Lakes Community Action Partnership (GLCAP), you are part of a non-profit organization that helps individuals, families, and communities thrive. We are driven by integrity, collaboration, accountability, respect, and adaptability-the values that fuel our passion for making a difference in the lives of the people we serve. If you are looking for meaningful work where you make an impact every day, you will find it here at GLCAP.

BENEFITS AND PERKS:

  • Work-Life Balance: 34-hour full-time workweek with three-day weekends
  • Health Coverage: Medical, dental, and vision insurance available from day one
  • Health Savings: Health Savings and Flexible Savings Accounts with employer contributions
  • Retirement: 403(b) plan with 4% employer match plus a 3% employer contribution
  • Paid Time Off: Up to 6 weeks of combined vacation, personal, and sick leave accrued per year
  • Paid Holidays: 12 observed holidays per year
  • Income Protection: Life insurance and long-term disability insurance
  • Employee Support: Employee Assistance Program and wellness incentives
  • Professional Development: Education assistance and training opportunities

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Performance Management

  • Provide supportand guide managers with performance counseling and assist in the performance management processes, including coaching, progressive disciplinary action, performance improvement plans, and terminations.
  • Provide oversight and lead training efforts for the performance evaluation process and system.

Employee Relations & Conflict Resolution

  • Develop and implement proactive employee relations programs that promote the GLCAP core values that reinforce a positive and inclusive culture.
  • Act as the primary point of contact for workplace issues and investigations, dispute mediation, grievance administration, and guide management on disciplinary actions.
  • Facilitate communication between employees and management and serve as a trusted resource for employees and managers in resolving workplace concerns fairly and consistently.

Labor Relations Management

  • Serve as liaison between the organization and collective bargaining unit, ensuring effective communication and collaboration on labor-related matters.
  • Participate in collective bargaining agreements and labor contract negotiations.
  • Monitor and interpret labor laws, regulations, and union agreements to ensure compliance.
  • Provide guidance and training to managers on effective labor relations practices.

Compliance & Risk Management

  • Stay informed about employment laws and regulations to ensure organizational compliance.
  • Interpret organizational policies and ensure adherence to federal, state, and local labor laws.
  • Assist in the development, implementation, and communication of HR policies and procedures.
  • Maintain accurate and confidential records of employee relations cases.

Engagement & Culture:

  • Collaborate with management to conduct and analyze employee surveys and feedback.
  • Facilitate regular listening sessions across departments to gather employee input, identify concerns, and foster open communication.
  • Partner with the HR team and management to develop and execute retention strategies that address turnover trends and enhance the employee experience.
  • Prepare reports on employee relations, metrics, and trends for management review.

QUALIFICATIONS:

Education:

Bachelor's degree in human resources, organizational development, business administration, or related field. SHRM-CP or PHR is preferred.

Experience:

Minimum of 5 years of experience in Human Resources with progressive responsibility specifically in handling complex employee relations, conflict resolution and in interpreting employment laws and regulations. Minimum of 1 year of experience with collective bargaining agreements. Strong understanding of labor laws, ADA, PFWA, FMLA, and EEO regulations.

ADDITIONAL REQUIREMENTS:

  • Ability to travel locally up to 25% of the time to support business and operational needs.
  • Initial Motor Vehicle Records checks and maintain a valid driver's license and driving record.
  • Must have insured, dependable transportation available for daily use.
  • Must submit to initial and/or periodic state/federal criminal checks.
  • Must submit to initial drug and alcohol testing.
  • Ability to be reached by cellular phone during business hours and after hours.

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