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Employee Relations In The Jobs (NOW HIRING)

GFT.

Employee Relations Specialist

Mechanicsburg, PA · On-site

$67K - $99K/yr

Working in close partnership with the Director, Employee Relations, this position also plays a critical role in enterprise-wide risk management efforts, including candidate screening, incident ...

Aramark

Employee Relations Manager

Philadelphia, PA · On-site

The Employee Relations Manager, HR Shared Services is responsible for providing support to managers ... and in writing, with individuals at all levels within the organization • Ability to handle ...

Raising Cane's

Employee Relations Director

Plano, TX · On-site

... Restaurant Brand in the United States. Each Crewmember is important to our rapid growth and ... Up to 5% Qualifications * 7+ years of direct experience providing employee relations or ...

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How much do employee relations in the jobs pay per year?

As of Jun 29, 2026, the average yearly pay for employee relations in the in the United States is $64,076.00, according to ZipRecruiter salary data. Most workers in this role earn between $40,500.00 and $81,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an Employee Relations Specialist, and why are they important?

To thrive as an Employee Relations Specialist, you need a strong background in human resources, employment law, conflict resolution, and often a relevant degree such as HR management or business administration. Familiarity with HR information systems (HRIS), case management software, and sometimes certification like SHRM-CP or PHR is common. Exceptional interpersonal skills, discretion, and the ability to mediate sensitive issues set top performers apart. These competencies are crucial for fostering a positive workplace culture, ensuring legal compliance, and effectively resolving workplace conflicts.

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 effective conflict resolution. Employee relations professionals focus on maintaining these pillars to ensure healthy employer-employee relationships.

Is employee relations similar to HR?

Employee relations is a subset of human resources (HR) that focuses on maintaining positive relationships between employees and management, addressing workplace issues, and fostering a healthy work environment. While HR covers a broad range of functions such as recruitment, compliance, and benefits, employee relations specifically emphasizes conflict resolution, communication, and employee engagement. Both roles often require strong interpersonal skills and knowledge of employment laws.

What is the difference between Employee Relations In The vs HR Coordinator?

AspectEmployee Relations In TheHR Coordinator
Primary FocusManaging employee relations, conflict resolution, and workplace cultureSupporting HR functions, recruitment, onboarding, and administrative tasks
Required CredentialsBachelor's degree in HR, Business, or related field; HR certifications often preferredBachelor's degree; HR certifications are a plus but not mandatory
Work EnvironmentEmployee-focused, often in HR or Employee Relations departmentsAdministrative and support roles within HR teams
Employer UsageCommonly used in organizations emphasizing employee engagement and conflict managementUsed across various industries for HR support roles

While both roles are part of the HR ecosystem, Employee Relations In The primarily focuses on maintaining positive employee relations and resolving workplace issues. HR Coordinators support broader HR functions, including recruitment and administration. Understanding these differences helps in choosing the right career path or job search focus.

What are examples of employee relations in the workplace?

Employee relations in the workplace involve activities that foster positive communication, trust, and cooperation between employees and management. Examples include conflict resolution, employee recognition programs, conducting surveys to gather feedback, and implementing policies that promote a healthy work environment. These efforts help improve morale, engagement, and overall organizational effectiveness.

What does an employee relations job do?

An employee relations job involves managing the relationship between an organization and its employees, addressing workplace issues, ensuring compliance with labor laws, and promoting a positive work environment. Professionals in this role often handle conflict resolution, conduct investigations, and develop policies to improve employee engagement and satisfaction.

What are employee relations in the workplace?

Employee relations refer to the efforts a company makes to manage relationships between employers and employees. This includes handling workplace conflicts, ensuring compliance with labor laws, promoting positive work environments, and maintaining open communication channels. The goal is to foster a productive, fair, and respectful workplace where concerns are addressed promptly. Effective employee relations help increase employee satisfaction, reduce turnover, and improve overall organizational performance.

How does an Employee Relations Specialist typically collaborate with HR and management teams to resolve workplace issues?

Employee Relations Specialists work closely with both HR and management to address employee concerns, mediate conflicts, and ensure compliance with company policies. They often facilitate meetings between employees and supervisors, provide guidance on disciplinary actions, and participate in investigations of workplace complaints. This collaborative environment requires strong communication skills and the ability to maintain confidentiality, as well as a deep understanding of employment laws and organizational culture. By acting as a neutral party, Employee Relations Specialists help foster a positive workplace environment and support fair decision-making.
More about Employee Relations In The jobs
What cities are hiring for Employee Relations In The jobs? Cities with the most Employee Relations In The job openings:
What states have the most Employee Relations In The jobs? States with the most job openings for Employee Relations In The jobs include:
What job categories do people searching Employee Relations In The jobs look for? The top searched job categories for Employee Relations In The jobs are:
Employee Relations In The jobs near you
Infographic showing various Employee Relations In The job openings in the United States as of June 2026, with employment types broken down into 6% As Needed, 24% Full Time, 3% Part Time, 6% Temporary, 58% Contract, and 3% Nights. Highlights an 92% Physical, 1% Hybrid, and 7% Remote job distribution, with an average salary of $64,076 per year, or $30.8 per hour.

Employee Relations Specialist

Clarvida - Corporate

San Diego, CA • Remote

$65K - $85K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 11 days ago

Clarvida rating

6.8

Company rating: 6.8 out of 10

Based on 65 frontline employees who took The Breakroom Quiz

51st of 231 rated social care providers

Job description

Employee Relations Specialist
Location: California (Remote, with travel across the state, as needed)
Employment Type: Full-time, Exempt
Salary: $65,000.00-$85,000.00
Date Posted: 06-18-2026
Position Summary
The Employee Relations Specialist role is designed to provide consistent, fair, and legally compliant handling of sensitive workplace matters across Clarvida's multi-state behavioral healthcare and human services environment. The role is accountable for timely case intake, sound risk assessment, neutral investigations, strong documentation, and practical guidance that helps resolve issues early while reinforcing respectful workplace standards and non-retaliation expectations.
ER Specialists operate as trusted partners to leaders, HR Business Partners, Legal, Compliance, and Employee Relations leadership. They are expected to manage employee relations cases with discretion and sound judgment, conduct prompt and defensible investigations, strengthen manager capability through coaching and documentation review, and identify patterns that require broader intervention.
For internal calibration, this role is expected to operate as a specialist function rather than a generalist extension. ER Specialists own intake, case management, investigations, findings summaries, and risk-aware guidance within their scope. They work in close partnership with HRBPs and leadership, but they are not expected to serve as the primary relationship manager for all leader issues, nor to absorb routine transactional work that belongs in other People functions.
The Environment
Behavioral health ER is different from ER in other industries. The allegations you will investigate will include clinical boundary violations, dual relationships between staff and clients, abuse or neglect of vulnerable adults and minors, workplace violence by clients toward staff and by staff toward clients, sexual harassment in settings where power dynamics are complicated by the therapeutic relationship, and retaliation complaints from employees who filed mandatory reports.
The weight of this work is significant. Witnesses are often trauma survivors. Accused employees are sometimes also trauma survivors. The people you are investigating chose this work because they wanted to help people, and now they are the subject of a formal HR investigation. The ER Specialist must hold the complexity of all of that while running a legally sound, impartial investigation.
Essential Duties and Responsibilities

EMPLOYEE RELATIONS INTAKE, CASE MANAGEMENT & RESOLUTION

    • Serve as a primary point of contact for employee relations inquiries, concerns, and complaints; assess risk, urgency, and next steps using a consistent triage approach.
    • Use the designated ER case management system to log intake, actions, timelines, outcomes, and follow-up steps; maintain accurate, confidential, and audit-ready case files.
    • Provide timely and practical guidance to leaders, HR partners, and People leaders on appropriate interventions, including informal resolution, coaching, corrective action, investigation, escalation, or Legal partnership.
    • Maintain visible ownership of open cases, follow through on next steps, and ensure matters do not stall between HRBPs, Operations, Legal, Compliance, or other stakeholders.
    • Apply a multi-state lens to case handling and know when local employment law, policy differences, licensing obligations, or regulatory concerns require additional escalation.
WORKPLACE INVESTIGATIONS
    • Conduct prompt, neutral, and well-documented investigations into workplace misconduct, harassment, discrimination, retaliation, policy violations, performance-related complaints, and other sensitive employee relations matters.
    • Build investigation plans, conduct interviews, gather and assess relevant facts, evaluate documentation, and draft clear summaries, findings, and recommendations that are objective and defensible.
    • Apply confidentiality appropriately and consistently, protecting privacy while maintaining a fair process and limiting disclosures to legitimate need-to know stakeholders.
    • Escalate high-risk or highly sensitive matters promptly to ER leadership, Legal, Compliance, or executive stakeholders when required.
    • Maintain investigation quality through discipline documentation, timely updates, and consistent application of process across markets.
MANAGER COACHING, CORRECTIVE ACTION & CONSISTENCY
    • Coach leaders on performance management, respectful workplace expectations, non-retaliation, documentation quality, progressive discipline, and appropriate handling of complaints or conduct concerns.
    • Review and strengthen corrective action and performance documentation for clarity, consistency, and policy alignment; identify and flag uneven practice or emerging risk patterns.
    • Partner with HRBPs and Operations leaders to address issues early and reduce avoidable escalation into more complex investigations or legal risk.
    • Support consistency in how similar issues are handled across programs and markets while accounting for differences in state law, risk level, and business context.
COMPLIANCE & RISK MITIGATION
    • Support adherence to federal, state, and local employment laws as well as Clarvida policy standards; partner with Legal and Compliance as needed for higher-risk matters.
    • Partner with Legal on sensitive investigations, corrective action recommendations, agency responses, or matters with potential litigation exposure to ensure sound process and defensible documentation.
    • Support audits, external inquiries, or internal reviews when assigned, ensuring records are accurate, complete, and coordinated on time.
    • Recognize trends in retaliation risk, policy inconsistency, poor documentation, or delayed response, and bring those forward before they become larger exposure.
POLICY, TRAINING & CONTINUOUS IMPROVEMENT
    • Contribute to the refinement and communication of workplace policies, investigation tools, ER playbooks, and manager guidance resources.
    • Support ER training initiatives for leaders and employees, including respectful workplace practices, retaliation prevention, investigation process awareness, and documentation discipline.
    • Track case themes and trends such as case types, repeat issues, aging, or time-to-resolution, and recommend interventions that strengthen culture, improve consistency, and reduce risk.
    • For internal calibration, successful ER Specialists are expected to combine strong judgment, neutral fact-finding, high documentation standards, and reliable execution without drifting into either over-escalation or avoidable informality.
    • Other Duties as assigned.
Required Qualifications
  • Must be based in California, as the role requires periodic travel to various sites within the state, as needed
  • Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field, or equivalent combination of education and experience.
  • 3-5 years of employee relations experience, including hands-on workplace investigations and case management responsibility.
  • Working knowledge of employment laws and employee relations best practices, with strong interviewing, documentation, analytical, and risk assessment skills.
  • Demonstrated ability to manage sensitive matters with discretion, professionalism, neutrality, and sound judgment.
  • Experience partnering with HRBPs, leaders, and Legal or Compliance stakeholders on complex employee relations matters.
  • Experience supporting healthcare, behavioral health, human services, or another regulated, high-complexity environment.
  • Experience supporting a multi-state organization, rapidly growing environment, or both.
  • Strong written and verbal communication, calm professional presence, and the ability to move cases forward with consistent follow-through.
Preferred Qualifications
  • PHR, SPHR, SHRM-CP, SHRM-SCP, or AWI-CH (Association of Workplace Investigators Certified Investigator) certification.
  • Experience in behavioral health, mental health, healthcare, social services, or a highly regulated direct-care environment.
  • Experience with CA PAGA claims, class action ER exposure, or multi-plaintiff agency charges.
  • Bilingual Spanish/English preferred.
  • Experience with mandatory reporting obligations for child abuse, elder abuse, or dependent adult abuse in any state.
Compensation & Benefits
Full-time Employees:
Paid vacation days (increase with tenure)
Separate sick leave that rolls over annually
Up to 10 paid holidays (varies by region)
Medical, dental, and vision insurance options
HSA & FSA options
401(k) with employer match
DailyPay- access your earnings without waiting for payday*
Training, development, and continuing education opportunities
All Employees:
401(k)
Free licensure supervision
Pet insurance
Employee Assistance Program (EAP)
Perks @Clarvida- national discounts on shopping, travel, Verizon, and entertainment
Mileage reimbursement
Cellphone stipend
(*Benefits may vary by state or county)
Work Model: Hybrid / Remote based on business need; priority for regular in-office presence where investigations, leader support, or higher-risk programs require it
Travel: Up to 20% as needed, based on investigation volume, site support needs, training delivery, and higher-risk employee relations matters
Employment Type
Full-time, Exempt
How to Apply
If you are a strategic builder who can influence leaders, build scalable talent systems within ambiguity, and develop high-performing teams across global environments, click "Apply Now" to joinClarvidaas a Senior Manager, Global Talent Enablement.
AboutClarvida
Clarvida'ssuccess is built on the strength of our people and a shared commitment to improving lives and communities. We provide behavioral health and human services across the U.S., delivering outcome-driven, person-centered support to individuals and families. We are committed to cultural responsiveness, equity, and evidence-based care that improves lives and strengthens communities.
Learn more:www.clarvida.com/mission-vision-and-values
See other opportunities:www.clarvida.com/working-at-clarvida
Equal Opportunity Employer
Clarvidais an equal opportunity employer committed to diversity and inclusion. All qualified applicants will receive consideration without regard to race, color, religion, gender, national origin, age, sexual orientation, gender identity, disability, veteran status, or any other protected characteristic.
Fraud Alert
Clarvida never charges fees to apply. Official communication regarding job opportunities will only come from authorized @clarvida.com email addresses, notifications@jobvite.com, or verified LinkedIn profiles associated withClarvidaemail accounts.
Employment Type: Full-Time

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