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Employee Relations Manager Jobs in Rhode Island (NOW HIRING)

UNFI

Labor Relations Manager

Providence, RI · On-site +1

The Labor Relations Manager advises HR and Operations leaders on issues involving represented ... Understanding of employee benefits, multiemployer benefit plans, union benefit arrangements, and ...

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Employee Relations Manager information

See Rhode Island salary details

$46.5K

$95.5K

$161.6K

How much do employee relations manager jobs pay per year?

As of Sep 4, 2026, the average yearly pay for employee relations manager in Rhode Island is $95,516.00, according to ZipRecruiter salary data. Most workers in this role earn between $66,600.00 and $113,600.00 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 Rhode Island?

The most popular types of Employee Relations jobs in Rhode Island are:

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

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

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

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

What cities in Rhode Island are hiring for Employee Relations Manager jobs?

Cities in Rhode Island with the most Employee Relations Manager job openings:

Employee Relations Manager jobs near you
Infographic showing various Employee Relations Manager job openings in Rhode Island 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 $95,516 per year, or $45.9 per hour.

Manager, Employee Relations

South County Hospital

Wakefield, RI • On-site

Full-time

Re-posted 20 days ago

South County Health rating

6.3

Company rating: 6.3 out of 10

Based on 24 frontline employees who took The Breakroom Quiz

Job description

Job Summary
The Human Resource Manager will lead functions related to employee relations and the employee experience, including overseeing the delivery of such services by HR Team members. Ensures that new staff orientation and onboarding processes align with best practices and regulatory standards. Develops and maintains an engagement cycle to bolster engagement and retention, including new hire check-ins, performance management and development, and stay and exit interviews. Routinely analyzes and reports on trends relative to benchmarks and makes recommends for improvement to achieve a culture of high staff engagement, retention, and performance. Enforces SCH policies and practices and conducts sensitive investigations, assessing and making recommendations that align with SCH policies and applicable regulations. Champions a comprehensive recognition program that reinforces SCH values and mission.
  • Leads in partnership with the Manager, Provider Recruitment & Talent Acquisition to achieve a harmonious and high performing HR department achieving departmental goals and KPI's for areas of accountability.
  • The Manager ensures that department processes and procedures align with best practices and regulatory standards, establishing standard work audits and ensure policies and procedures and standard work is consistently followed by staff.
  • Educates leaders and HR team on applicable policies and practices.

Core Duties:
  • Partners with the leadership team to understand and execute the organization's human resources strategy, particularly as it relates to employee relations and employee experience.
  • Provides support and guidance to HR Business Partners, management, and other staff on complex, specialized, and sensitive issues; may be required to administer and execute routine tasks in delicate circumstances, such as providing reasonable accommodations, investigating allegations of wrongdoing, corrective actions and terminations in accordance with SCH policy. Monitors and ensures consistency and compliance with SCH policies, practices, and regulation.
  • Champions, delivers and periodically enhances new staff orientation and onboarding, including new hire check-in's and initial review processes to ensure new hires are optimally acclimated to their roles and SCH.
  • Implements stay interview and development programs to illuminate retention risks, career development goals and opportunities and a system of interventions to bolster SCH staff development and retention.
  • Ensures a comprehensive and effective exit interview process and review and reporting of turnover trends for key positions and organizational divisions or segments, recognizing what's going well, and making recommendations for improvement where needed.
  • Advises and trains managers and supervisors on policies and on the best employee relations practices and strategies for managing supervisor problems and employee grievances.
  • Champions and administers a comprehensive recognition program to support staff engagement with executive leadership and to reinforce alignment with SCH guiding values, culture and the value of staff retention.
  • Conducts research and analysis on human resource policies, employment issues, and SCH indicators of performance, staff feedback; makes recommendations for change.
  • Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources and employment law.
  • May conduct employee focus groups, surveys or other to obtain input from key stakeholders.
  • Creates learning and development programs and initiatives relative to areas of accountability.

Minimum Qualifications:
  • Bachelor's Degree in Human Resources, Business Administration, or related field required.
  • A minimum of ten years of progressive human resource management experience is preferred with in-depth expertise in employee relations, and knowledge of applicable laws and regulations .

Required Certifications, Licensure:
  • SHRM-CP or SHRM-SCP certification strongly preferred.

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