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Employee Relations Manager Jobs in Nevada (NOW HIRING)

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HR Generalist (Payroll, Recruiting & Employee Relations)

Reno, NV · On-site

$65K - $85K/yr

By managing everything from the initial candidate touchpoint to the recurring accuracy of employee ... Help resolve workplace conflicts and employee relations issues. * Ensure company policies follow ...

i-80 Gold Corp.

Lead, Community Relations

Eureka, NV · On-site

$130K/yr

... employee can contribute meaningfully. Our development plan encompasses five gold projects ... Reporting to the Manager, Community Development & Engagement, this position supports implementation ...

Jushi Holdings Inc.

Human Resources Manager

Reno, NV · On-site

$70 - $90/hr

This role serves as a trusted partner to operational leaders, with a primary focus on employee relations, change management, and driving employee engagement. The successful candidate will lead ...

Alpla Inc.

HR Manager

Las Vegas, NV · On-site

Employee Relations * Coaches and trains managers to properly apply human resources policies and procedures, laws, standards and government regulations * Responds to employee relations issues such as ...

Alpla Inc.

HR Manager

North Las Vegas, NV · On-site

Employee Relations * Coaches and trains managers to properly apply human resources policies and procedures, laws, standards and government regulations * Responds to employee relations issues such as ...

Alpla Inc.

HR Manager

Las Vegas, NV · On-site

Employee Relations * Coaches and trains managers to properly apply human resources policies and procedures, laws, standards and government regulations * Responds to employee relations issues such as ...

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Employee Relations Manager information

See Nevada salary details

$48.4K

$99.3K

$168K

How much do employee relations manager jobs pay per year?

As of Sep 6, 2026, the average yearly pay for employee relations manager in Nevada is $99,320.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,200.00 and $118,100.00 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 Nevada?

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

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

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

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

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

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

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

Employee Relations Manager jobs near you
Infographic showing various Employee Relations Manager job openings in Nevada as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 15% Part Time, 3% Contract, and 1% Nights. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $99,320 per year, or $47.8 per hour.

Human Resources Business Partner III (Employee Relations)

Credit One Bank

Las Vegas, NV

Full-time

Re-posted 28 days ago

Job description

Position Summary

The Human Resources Business Partner (HRBP) III serves as a strategic advisor to business leaders, providing guidance on employee relations, leave management, leadership development, talent management, organizational effectiveness, workforce planning, and compliance. This role partners with leaders to build high-performing organizations by ensuring the right people, with the right skills, are in the right roles at the right time.

The HRBP III balances business objectives, employee experience, and legal compliance while driving leadership effectiveness, employee engagement, talent development, organizational change, and risk mitigation. The role also leads complex employee relations matters, workplace investigations, leave and accommodation processes, and workforce initiatives that support organizational success.

Summary of Essential Job Functions

Human Resources Business Partnership & Leadership Development

  • Serve as a strategic HR advisor to business leaders on workforce planning, organizational effectiveness, talent management, succession planning, employee engagement, and change management.
  • Partner with leaders to assess organizational structure, spans and layers, workforce capacity, and talent needs to support business objectives.
  • Coach leaders on performance management, employee development, accountability, communication, conflict resolution, and leadership effectiveness.
  • Facilitate talent reviews, succession planning, and development initiatives to strengthen leadership pipelines and organizational readiness.
  • Identify and develop high-potential employees through coaching, career development planning, and talent management strategies.
  • Leverage workforce data, engagement feedback, and talent metrics to identify trends and recommend solutions that improve organizational performance.
  • Support organizational design, restructuring, and change management initiatives while driving adoption and minimizing business disruption.
  • Partner with HR leadership and business leaders to foster a high-performing, engaged, and inclusive workplace culture.

Employee Relations, Leave Management & Compliance

  • Manage complex employee relations matters, including performance concerns, disciplinary actions, workplace conflicts, investigations, and involuntary terminations.
  • Conduct investigations involving harassment, discrimination, retaliation, ethics concerns, workplace violence, fraud, and policy violations.
  • Provide guidance on employment policies, legal requirements, and HR procedures while ensuring consistency, fairness, and compliance.
  • Manage leave administration, ADA accommodations, return-to-work programs, and relationships with third-party leave administrators.
  • Represent the organization in unemployment hearings, agency responses, and employment-related matters while partnering with Legal as needed.
  • Develop and maintain HR policies, employee handbook content, compliance programs, and audit controls.
  • Maintain confidentiality and exercise sound judgment in handling sensitive employee and organizational matters.

HR Operations, Analytics & Organizational Effectiveness

  • Analyze workforce, employee relations, leave, turnover, and engagement data to identify risks, trends, and opportunities.
  • Provide leaders with actionable workforce insights and recommendations to improve talent outcomes, retention, and organizational effectiveness.
  • Prepare reports, dashboards, and presentations that support strategic decision-making.
  • Identify and implement process improvements that enhance efficiency, compliance, and employee experience.
  • Participate in HR projects and initiatives as assigned.
Position Requirements
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field; equivalent experience may be considered.
  • 5+ years of progressive HR experience, including employee relations, leave management, and HR business partner responsibilities.
  • 3+ years providing strategic HR consultation to leaders and managers.
  • Experience conducting complex workplace investigations and managing sensitive employee relations matters.
  • Strong knowledge of employment laws and regulations, including EEO, ADA, FMLA, FLSA, OSHA, NLRA, and applicable state and local laws.
  • Experience supporting leave administration, ADA accommodations, and third-party leave vendors.
  • Demonstrated success in leadership coaching, talent management, succession planning, workforce planning, and organizational development.
  • Experience supporting organizational design, restructuring, and change management initiatives.
  • Strong analytical, consultative, project management, and problem-solving skills.
  • Excellent communication, presentation, and stakeholder management abilities.
  • Ability to influence leaders and manage multiple priorities in a fast-paced environment.
  • Experience using HR metrics and workforce analytics to drive business decisions.
  • SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
  • Experience with Dayforce or similar HRIS platforms preferred.

Credit One Bank, N.A. is a data-driven financial services company based in Las Vegas. Founded in 1984, Credit One Bank offers a spectrum of credit card products for people in all stages of financial life. Credit One Bank is an equal opportunity employer committed to diversity and inclusion and does not discriminate against any employee or applicant for employment because of age, race, religion, color, disability, sex, sexual orientation, or national origin. Reasonable accommodations can be made for those who require them, including access to job applications and workplace accommodations. Employment at Credit One Bank is based on mutual consent (also known as at-will). This means that employees and the Bank may terminate the employment relationship at any time, with or without cause and with or without notice. Please contact the recruiter for this position to learn more. Credit One Bank does not accept unsolicited resumes from agencies and is not responsible for related fees.

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