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Employee Relations Manager Jobs in Nebraska (NOW HIRING)

Relativity

Senior Employee Relations Partner

Omaha, NE · On-site

$112K - $168K/yr

The Senior Employee Relations Specialist (Level 6) is a senior IC expert responsible for leading ... Partner closely with Legal to manage risk, escalation thresholds, and compliance requirements

Firstnational

Sr. Employee Relations Advisor

Omaha, NE · On-site

$81K - $134K/yr

This role will be accountable for consulting with employees and managers to deliver employment ... In partnership with HRBP, lead employee relations work through restructures/reorganizations ...

CONAGRA

Director Labor Relations

Omaha, NE · On-site

$135K - $200K/yr

Enhance labor relations capability across Human Resources and Operations by developing leaders' skills in employee relations, conflict management, contract interpretation, and labor strategy. * Coach ...

Conagra Brands

Director Labor Relations

Omaha, NE · On-site

Enhance labor relations capability across Human Resources and Operations by developing leaders' skills in employee relations, conflict management, contract interpretation, and labor strategy. * Coach ...

Conagra Brands, Inc.

Director Labor Relations

Omaha, NE · On-site

Enhance labor relations capability across Human Resources and Operations by developing leaders' skills in employee relations, conflict management, contract interpretation, and labor strategy. * Coach ...

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Employee Relations Manager information

See Nebraska salary details

$45.3K

$93K

$157.3K

How much do employee relations manager jobs pay per year?

As of Aug 18, 2026, the average yearly pay for employee relations manager in Nebraska is $92,994.00, according to ZipRecruiter salary data. Most workers in this role earn between $64,800.00 and $110,600.00 per year, depending on experience, location, and employer.

What does an employee relations manager do?

An employee relations manager provides a vital link between employees and management. You focus on problem resolution which may involve non-biased internal investigations. Your responsibilities include a wide range of duties such as oversight of employee rights; this can range from conflict to sexual harassment issues. You also provide guidance for management in regards to worker discipline and termination. You help ensure that the company complies with all required laws and regulations, and work closely with human resources for other tasks such as HR analytics. Work is typically full-time during regular business hours in an office environment. Some positions may require travel.

What does an employee relations manager do?

An Employee Relations Manager is responsible for fostering positive relationships between employees and management within an organization. They handle workplace disputes, ensure compliance with employment laws, and develop policies that support a healthy work environment. Their duties often include investigating complaints, advising management on employee issues, and implementing strategies to improve employee morale and engagement. This role is key to maintaining a productive workplace and preventing legal issues related to employment.

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

To thrive as an Employee Relations Manager, you need a thorough understanding of labor laws, conflict resolution, and HR best practices, typically supported by a degree in human resources or a related field. Familiarity with HR information systems (HRIS), case management tools, and certifications like SHRM or HRCI are commonly required. Exceptional interpersonal skills, discretion, and the ability to mediate sensitive situations distinguish top performers in this role. These skills are crucial for fostering a positive work environment, minimizing legal risks, and ensuring fair and equitable workplace practices.

What are some common challenges faced by employee relations managers, and how are they typically addressed?

Employee Relations Managers often encounter challenges such as resolving complex workplace conflicts, navigating sensitive investigations, and ensuring compliance with labor laws. These situations require strong communication and mediation skills, as well as the ability to remain impartial and confidential. Managers typically address these challenges through ongoing training, clear policies, and close collaboration with HR, legal, and management teams to ensure fair and consistent outcomes.

What is the difference between Employee Relations Manager vs HR Generalist?

AspectEmployee Relations ManagerHR Generalist
Required CredentialsBachelor's degree in HR, Business, or related field; HR certifications often preferredBachelor's degree in HR, Business, or related field; HR certifications beneficial
Work EnvironmentFocus on employee relations, conflict resolution, and policy enforcement within organizationsHandles a broad range of HR functions including recruitment, onboarding, and employee relations
Employer & Industry UsageCommon in medium to large organizations across various industriesWidely used across industries, especially in organizations with dedicated HR teams

In summary, an Employee Relations Manager specializes in managing employee relations and resolving workplace conflicts, while an HR Generalist handles a broader spectrum of HR functions. Both roles require similar credentials and are integral to HR departments, but their focus areas differ.

More about Employee Relations Manager jobs

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

The most popular types of Employee Relations jobs in Nebraska are:

What are popular job titles related to Employee Relations Manager jobs in Nebraska?

For Employee Relations Manager jobs in Nebraska, the most frequently searched job titles are:

What job categories do people searching Employee Relations Manager jobs in Nebraska look for?

The top searched job categories for Employee Relations Manager jobs in Nebraska are:

What cities in Nebraska are hiring for Employee Relations Manager jobs?

Cities in Nebraska with the most Employee Relations Manager job openings:

Employee Relations Manager jobs near you
Infographic showing various Employee Relations Manager job openings in Nebraska as of August 2026, with employment types broken down into 1% As Needed, 73% Full Time, 21% Part Time, 4% Contract, and 1% Nights. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $92,994 per year, or $44.7 per hour.

Senior Employee Relations Partner

Relativity

Omaha, NE • On-site

$112K - $168K/yr

Other

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

Posting Type

Remote/Hybrid

Job Overview

The Employee Relations Specialist serves as a trusted advisor and practitioner responsible for navigating complex workplace matters with sound judgment, legal fluency, and a commitment to both people and organizational health. The Senior Employee Relations Specialist (Level 6) is a senior IC expert responsible for leading complex employee relations and performance management cases end-to-end, ensuring consistent, defensible, and equitable outcomes across the organization.
This role operates as a strategic partner to Sr. HRBPs, absorbing high-risk and high-complexity ER work while enabling HRBPs to focus on business strategy, talent decisions, and organizational effectiveness.
This role partners closely with HRBPs, Legal, and senior leadership to resolve issues swiftly and fairly while strengthening the company's culture as we scale.

Job Description and Requirements

Employee Relations & Investigations

  • Lead end-to-end investigations into complex employee relations matters (e.g., misconduct, discrimination, retaliation, policy violations)
  • Conduct structured interviews, assess credibility, synthesize evidence, and produce clear, legally defensible findings and recommendations
  • Partner closely with Legal to manage risk, escalation thresholds, and compliance requirements
  • Ensure consistent application of policies globally, accounting for regional legal and cultural differences

Performance & Disciplinary Processes

  • Advise on high-risk performance cases, including PIPs, coaching plans, and involuntary separations
  • Ensure performance processes follow structured, documented frameworks with clear expectations, timelines, and success metrics
  • Support differentiation between performance vs. capability vs. organizational/system issues in partnership with HRBPs
  • Drive consistency in disciplinary actions and ensure fairness across managers and teams

Risk Mitigation, Compliance & Governance

  • Act as a subject matter expert in employment law (multi-state and global) and internal policy frameworks
  • Ensure rigorous documentation standards and audit readiness across all ER and performance cases
  • Identify and mitigate legal, reputational, and employee experience risks before escalation
  • Own ER case governance, including escalation pathways and decision frameworks

Manager & HRBP Advisory

  • Coach managers on:
  • Feedback delivery and documentation
  • Navigating difficult conversations
  • When and how to escalate ER matters
  • Partner with Sr. HRBPs to align ER decisions with broader talent, calibration, and organizational outcomes
  • Provide real-time case consultation for ambiguous or sensitive situations


Insights, Trends & Systemic Improvement

  • Analyze ER case data to identify patterns by manager, function, or region
  • Repeat manager risk patterns
  • Policy gaps
  • Organizational friction points
  • Drive improvements to ER playbooks, templates, and workflows


Capability Building & Enablement

  • Design and deliver manager education on:
  • Performance management rigor
  • Documentation standards
  • Bias mitigation and fair process
  • Build scalable tools (templates, guides, intake frameworks) that improve quality and consistency of ER handling
  • Partner with HRBPs to elevate overall organizational capability in managing performance and ER proactively


Decision Rights

  • Recommends outcomes, risk mitigation strategies, and disciplinary actions
  • Owns ER process integrity, case quality, and documentation standards
  • Escalates high-risk decisions to HRBPs, Legal, or leadership as appropriate

Qualifications

Required

  • 5+ years of progressive HR experience with at least 3 years in a dedicated Employee Relations or HR compliance role

  • Demonstrated experienceleadingworkplace investigations independently from intake through resolution

  • Working knowledge of multi-state employment law and regulatory compliance requirements

  • Proven ability to manage sensitive, high-riskcases withdiscretion and sound judgment

  • Strong written communication skills - able to produce clear, legally-defensible documentation

Preferred

  • Experience in aglobalSaaS/technology, or pre-IPO company environment

  • Experience partnering with HRBPs in a global, matrixed org

  • PHR, SPHR, SHRM-CP, or SHRM-SCP certification

  • Experience using HRIS platforms (Workday, Rippling, or similar) and case management tools

Relativity is committed to competitive, fair, and equitable compensation practices.

This position is eligible for total compensation which includes a competitive base salary, an annual performance bonus, and long-term incentives.

The expected salary range for this role is between following values:

$112,000 and $168,000

The final offered salary will be based on several factors, including but not limited to the candidate's depth of experience, skill set, qualifications, and internal pay equity. Hiring at the top end of the range would not be typical, to allow for future meaningful salary growth in this position.

Required Skills:

Employee Relations, HR Business, HR Strategy, Human Resources Consulting, Leadership Training and Development, Organizational Development (OD), Recruiting, Succession Planning, Talent Management, Workforce Planning

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