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Employee Relations Manager Jobs in Downers Grove, IL

Astound

Community Relations Manager

Chicago, IL

$60K - $70K/yr

We offer a robust benefits package that includes rewards, recognition programs, and employee ... A Community Relations Manager acts as a workplace liaison, mediating between community properties ...

Astound

Community Relations Manager

Chicago, IL · On-site

$60K - $70K/yr

We offer a robust benefits package that includes rewards, recognition programs, and employee ... A Community Relations Manager acts as a workplace liaison, mediating between community properties ...

genex

Provider Relations Manager, MRS

Schaumburg, IL

Manages staff, including hiring, performance management, coaching, and employee records retention. Ensures provider relations representatives are meeting daily call stats including call volume and ...

genex

Provider Relations Manager, MRS

Schaumburg, IL · On-site

Manages staff, including hiring, performance management, coaching, and employee records retention. Ensures provider relations representatives are meeting daily call stats including call volume and ...

Genex

Provider Relations Manager, MRS

Schaumburg, IL · On-site

Main responsibilities will include but are not limited to: • Manages staff, including hiring, performance management, coaching, and employee records retention. • Ensures provider relations ...

RXO

Carrier Relations Manager

Chicago, IL · On-site

As a Carrier Relations Manager, you are responsible for executing and upholding commitments made by ... Employee Assistance Program (EAP) * Tuition reimbursement, adoption assistance * Tax-Advantaged ...

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Employee Relations Manager information

See Downers Grove, IL salary details

$47.4K

$97.3K

$164.6K

How much do employee relations manager jobs pay per year?

As of May 27, 2026, the average yearly pay for employee relations manager in Downers Grove, IL is $97,308.00, according to ZipRecruiter salary data. Most workers in this role earn between $67,800.00 and $115,700.00 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 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 Downers Grove, IL? The most popular types of Employee Relations jobs in Downers Grove, IL are:
What are popular job titles related to Employee Relations Manager jobs in Downers Grove, IL? For Employee Relations Manager jobs in Downers Grove, IL, the most frequently searched job titles are:
What job categories do people searching Employee Relations Manager jobs in Downers Grove, IL look for? The top searched job categories for Employee Relations Manager jobs in Downers Grove, IL are:
What cities near Downers Grove, IL are hiring for Employee Relations Manager jobs? Cities near Downers Grove, IL with the most Employee Relations Manager job openings:
Employee Relations Manager jobs near you
Infographic showing various Employee Relations Manager job openings in Downers Grove, IL as of May 2026, with employment types broken down into 55% Full Time, and 45% Part Time. Highlights an 60% In-person, and 40% Hybrid job distribution, with an average salary of $97,308 per year, or $46.8 per hour.

Employee Relations & Leave Specialist

ACTS Aviation Security

Des Plaines, IL • On-site

Full-time

Medical, Retirement

Posted 11 days ago

Job description

Come join a Global Leader in Aviation Security!
ACTS-Aviation Security, Inc. has an exciting opportunity for an Employee Relations and HR Compliance Specialist based in Des Plaines, IL.
Established in 2001, ACTS-Aviation Security has grown to become one of the leading providers of security solutions to the US aviation market. ACTS-Aviation Security, Inc. is a wholly owned subsidiary of the international security company ICTS Europe and specializes in the provision of security solutions and services and is primarily focused on catering, aircraft, and cargo screening. With its corporate office in Chicago and operational centers at more than 30 airports across the United States, ACTS provides nationwide coverage. As an ICTS Europe subsidiary, ACTS offers unmatched experience, expertise, quality, and innovation.
Position Summary
The Employee Relations and Leave Specialist aids the Senior Human Resources Manager in providing best-in-class employee relations support to the Company's operational teams while leading activities related to leave of absence administration. A successful candidate will have robust experience navigating employee relations in the context of a multi-state unionized frontline workforce and be able to quickly absorb and understand how to apply labor agreements as they relate to HR policy enforcement, employee investigations, and the application of progressive discipline. Additionally, knowledge of and familiarity with the administration of federal, state, local, and company leave programs while staying current on a changing regulatory landscape are key,
Primary Duties and Responsibilities
Employee Relations
  • Support local management in understanding the Company's code of conduct, work rules, and company policies and support the enforcement of management rights and responsibilities codified in multiple collective bargaining agreements (CBAs)
  • Conduct employee investigations and support management in the preparation of disciplinary notices in accordance with company policies and relevant CBAs
  • Escalate to the Senior Human Resources Manager those employee relations issues which may not be able to be effectively resolved by local management
  • Ensure relevant stakeholders have the necessary information and documentation to effectively manage labor-related grievances, mediations, and arbitrations
  • Manage unemployment insurance claim hearings and appeals in partnership with the Company's vendor and relevant local management
  • Revive the Company's employee recognition programs and develop effective employee engagement strategies to drive retention and employee development

Leave Administration
  • Develop efficient internal processes related to the management leave of absence requests and ensure adjudication for all relevant leave types including but not limited to the Federal Family & Medical Leave (FMLA), state & local paid and unpaid leaves (both internally managed and coordinated by a government authority or designee), and leaves provided by CBAs
  • Administer all stages of leave requests as appropriate to include employee communications, required notice distribution, application adjudication and/or tracking, management advisement of leave statuses, and documentation retention
  • Stay current on the changing legal and regulatory landscape of federal, state, and local leave requirements and ensure internal policies and processes are updated to ensure compliance

Compliance & Reporting
  • Under the guidance of the VP Human Resources and General Counsel, track changes to general employment law at the federal, state, and local levels, living wage ordinances (where applicable), and employment-related standards mandated by the Company's service agreements and develop effective processes to review, and as necessary, update company policies and practices to maintain compliance
  • Working with external partners as relevant, manage the collection, preparation, and submission of federal, state, and local statutory filings

Health and Safety
  • Working with management, support the Senior Human Resources Manager with the tracking and internal reporting of health and safety incidents and the preparation of regulatory OSHA filings
  • Other duties as may be assigned by the VP Human Resources or Senior Manager of Human Resources

Employment Requirements
Education, Experience, and Certifications
  • Required
    • Associate's degree in human resources or related field
    • 1-3 years supporting leave administration/or and employee relations for a unionized workforce in a multi-state employee-focused service industry
  • Preferred
    • Bachelor's degree in human resources or a related field
    • 3-5+ years as an HR specialist, generalist, or partner managing leave administration and/or employee relations for a unionized workforce in a multi-state transportation, distribution, or manufacturing company
    • PHR or SHRM-CP professional certification

Skills & Competencies
  • Serve as an example of trust and integrity while being a consummate team player
  • Fluent in engaging at all levels within a diverse corporate and operational environment with strong organizational and situational awareness
  • Effective in building and maintaining strong professional relations at a distance; the majority of work will be conducted via phone, email, and MS Teams rather than on-site with operational leaders
  • Comfort managing multiple simultaneous workflows and projects efficiently
  • Passionate about taking care of internal clients and providing timely, accurate resolutions for issues
  • Ability to prioritize, analyze, problem-solve, innovate, take action, and escalate as appropriate
  • Best-in-class organizational, administrative, and data management skills
  • Excellent written and spoken communication skills
  • Proficiency with Microsoft 365 products including Outlook, Teams, Word, Excel, and PowerPoint

Workplace Conditions
  • Traditional office environment (e.g., prolonged sitting at desk with minimal standing/lifting in a noise- and climate-controlled setting)
  • Occasional travel (less than 10%) in support of operations may be required; settings may include office environments and security-controlled areas with minimal noise- and climate controls in the presence of workers moving and interacting with materials of various shapes and sizes

Pre-Hire Requirements
  • Final candidates are subject to a 10-year background check (to include criminal history as well as employment, residence, & education verification) and a drug screening.

Total Rewards
  • Target Salary Range $75,000 - $85,000 annually
  • Generous Time Off to support work life balance
  • Comprehensive health and welfare plans
  • Day 1 participation in 401k retirement plan with competitive company matching.

The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. Management reserves the right to modify, add, or remove duties and to assign other duties as necessary. In addition, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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