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Employee Relations Manager Jobs in Midvale, UT (NOW HIRING)

Evolution Systems

Employee Relations Manager

Bountiful, UT · On-site

$85K - $115K/yr

JOB SUMMARY Employee Relations Manager oversees both employee relations and learning and development activities within an organization. This role is a senior leadership position focused on building a ...

1-800 Contacts

Employee Relations Partner

Draper, UT · Hybrid

Own and manage workplace investigations and associate complaints * Guide leaders through ... Employee Relations or HR Business Partner experience * You have the ability to work in a hybrid ...

1-800 CONTACTS

Employee Relations Partner

Draper, UT · Hybrid

What you'll do Own and manage workplace investigations and associate complaints Guide leaders ... Employee Relations or HR Business Partner experience You have the ability to work in a hybrid ...

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All JobsEmployee Relations JobsEmployee Relations Manager JobsEmployee Relations Manager Jobs in Midvale, UT

Employee Relations Manager information

See Midvale, UT salary details

$44.8K

$92K

$155.6K

How much do employee relations manager jobs pay per year?

As of Jul 27, 2026, the average yearly pay for employee relations manager in Midvale, UT is $91,986.00, according to ZipRecruiter salary data. Most workers in this role earn between $64,100.00 and $109,400.00 per year, depending on experience, location, and employer.

What is the role of an employee relations manager?

An employee relations manager oversees workplace relationships, ensuring effective communication between staff and management, resolving conflicts, and promoting a positive work environment. They often handle employee grievances, conduct investigations, and develop policies to improve employee engagement and compliance with labor laws.

What is the highest paid HR position?

The highest paid HR position is typically the Chief Human Resources Officer (CHRO) or HR Director, who oversees the entire HR function and strategic planning. These roles often require extensive experience, leadership skills, and advanced certifications, and they can earn six-figure salaries or higher depending on the organization size and industry.

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.

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 relationship manager do?

An Employee Relations Manager oversees workplace relationships, addressing employee concerns, resolving conflicts, and ensuring compliance with company policies and employment laws. They often conduct investigations, facilitate communication between staff and management, and develop programs to improve employee engagement and satisfaction.

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 not to disclose to HR?

As an Employee Relations Manager, it is important to avoid disclosing confidential or sensitive information about employees, such as personal health details, legal issues, or private communications, unless legally required. Sharing unverified or false information can undermine trust and violate privacy policies. Maintaining professionalism and adhering to confidentiality standards is essential in HR roles.
More about Employee Relations Manager jobs
What job categories do people searching Employee Relations Manager jobs in Midvale, UT look for? The top searched job categories for Employee Relations Manager jobs in Midvale, UT are:
What cities near Midvale, UT are hiring for Employee Relations Manager jobs? Cities near Midvale, UT with the most Employee Relations Manager job openings:
Employee Relations Manager jobs near you
Infographic showing various Employee Relations Manager job openings in Midvale, UT as of July 2026, with employment types broken down into 1% As Needed, 76% Full Time, 19% Part Time, and 4% Contract. Highlights an 96% Physical, 2% Hybrid, and 2% Remote job distribution, with an average salary of $91,986 per year, or $44.2 per hour.

Employee Relations Manager

Evolution Systems

Bountiful, UT • On-site

$85K - $115K/yr

Full-time

Posted 14 days ago

Job description

Description:

JOB SUMMARY

Employee Relations Manager oversees both employee relations and learning and development activities within an organization. This role is a senior leadership position focused on building a positive work environment, fostering employee growth, and ensuring compliance with labor laws and regulations. They are responsible for developing and implementing strategies for employee relations, training, and development.


CLASSIFICATION: Exempt/Full-Time


SHIFT: Monday - Friday, 8 am - 5pm


COMPENSATION: $85,000 - $115,000/year


ESSENTIAL DUTIES AND RESPONSIBILITIES


Employee Relations/ Conducting Investigations:

  • Lead and manage all internal investigations related to employee relations matters, including but not limited to harassment, discrimination, retaliation, ethics violations, policy breaches, workplace misconduct, and other general employee concerns across corporate and on-site teams.
  • Develop comprehensive investigation plans, including identifying relevant witnesses, gathering evidence, and conducting impartial interviews.
  • Maintain detailed and accurate documentation of all investigations, investigation length, findings, and resolutions.
  • Provide clear, concise, and defensible investigation reports with recommendations for appropriate corrective actions/next steps
  • Ensure all investigations are conducted thoroughly, objectively, and in a timely manner, adhering to company policies and legal requirements.
  • Partner with leadership on investigation findings and recommend next steps.
  • Serve as a primary point of contact for employees and managers regarding workplace concerns, providing guidance and support.

Best Practices and Policy Implementation:

  • Develop, implement, and continuously improve best practices for employee concern reporting, investigations and conflict resolution processes.
  • Stay current with federal, state, and local employment laws and regulations (e.g., Title VII, ADA, FMLA, FLSA, etc.) to ensure company compliance and mitigate legal risks.
  • Partner with Legal as needed on complex cases or potential litigation.
  • Contribute to the development and revision of HR policies and procedures related to employee conduct, grievance processes, and disciplinary actions.
  • Compile regular ER reporting to showcase trends, improvements, and areas of growth for Client. Coach leaders on trends and potential improvements.
  • In partnership with VPs and Regionals, facilitate mediation and conflict resolution sessions to address employee disputes and foster positive working relationships.
  • Partner with Executive Leadership regularly to discuss ER trends. Proactively identify and address potential employee relations issues to prevent escalation.

Client Support:

  • Be a champion for compliance and employee relations, ensuring best practices are outlined, clear and available to teams.
  • In collaboration with HRIS, design and regularly produce ER insights and analysis for HR Team and Client leadership.
  • Highlight and root-cause ER trends, show successes, areas for improvement, and/or risks in the employee experience, and make recommended mitigation steps.
  • In collaboration with HR team, deliver educational training for managers and employees on topics such as effective communication, conflict resolution, respectful workplace conduct, and investigation protocols as needed.
  • Guide proper disciplinary actions and performance management techniques.
  • Collaborate with HR Team to implement consistent and fair application of company policies.
  • Provide strategic insights and recommendations to senior leadership on trends and patterns in employee relations issues.

Learning and Development:

  • Develop and deliver learning and development programs on a broad range of topics, including employee relations, performance management, and leadership.?
  • Develop training and development initiatives and strategies to promote a positive work environment of belonging, motivation, and satisfaction for all employees. (Employee Engagement/Retention)
  • Identifying learning needs and designing appropriate training solutions.?
  • Partnering with other HR functions to integrate learning and development into the organization's broader HR strategy.?
  • Staying up-to-date on best practices in learning and development and employee relations.?
  • Oversees performance review platform and process. Ensures that performance reviews are conducted consistently and effectively.
  • Integrates professional development initiatives throughout the performance management process to promote and enhance employee growth and development.
  • Working with Department heads and Senior Leadership, establishes and maintains performance management parameters to ensure consistent and fair performance reviews. Ensures that performance criteria and guides are available to managers and supervisors.
Requirements:

QUALIFICATIONS

  • Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent experience may be accepted 7-9 years of progressive experience in Employee Relations, with a strong emphasis on conducting complex investigations, preferably within a property management or similarly fast-paced environment.
  • Strong expertise in employment law, including federal, state, and local regulations.
  • Must have strong CA and multi-state employment law knowledge.
  • Proven ability to conduct fair, thorough, and confidential investigations with a high degree of integrity and discretion.
  • Proficiency in HRIS systems (specifically Paylocity) and Microsoft Office Suite.

Preferred

  • Certifications such as PHR, SPHR, SHRM-CP, SHRM-SCP, or CEI (Certified Employee Investigator) are a plus.
  • Bilingual or multilingual skills
  • Self-motivated and dedicated; able to work and problem-solve independently
  • Excellent written and verbal communication skills; needs to communicate well with internal teams and external business partners
  • Organized and detail-oriented

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