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Employee Relations Manager Jobs in Romeoville, IL

Robinhood

Employee Relations Business Partner

Chicago, IL · On-site

$146 - $172/hr

As an Employee Relations Business Partner, you will play a critical supporting role on the Employee ... Familiarity with ER areas, such as performance management, corrective action, and conflict ...

Robinhood

Employee Relations Business Partner

Chicago, IL · On-site

$166K - $195K/yr

As an Employee Relations Business Partner, you will play a critical supporting role on the Employee ... Familiarity with ER areas, such as performance management, corrective action, and conflict ...

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All JobsEmployee Relations JobsEmployee Relations Manager JobsEmployee Relations Manager Jobs in Romeoville, IL

Employee Relations Manager information

See Romeoville, IL salary details

$48.4K

$99.4K

$168.2K

How much do employee relations manager jobs pay per year?

As of Aug 23, 2026, the average yearly pay for employee relations manager in Romeoville, IL is $99,447.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,300.00 and $118,300.00 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 Romeoville, IL?

The most popular types of Employee Relations jobs in Romeoville, IL are:

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

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The top searched job categories for Employee Relations Manager jobs in Romeoville, IL are:

What cities near Romeoville, IL are hiring for Employee Relations Manager jobs?

Cities near Romeoville, IL with the most Employee Relations Manager job openings:

Employee Relations Manager jobs near you
Infographic showing various Employee Relations Manager job openings in Romeoville, IL as of August 2026, with employment types broken down into 1% As Needed, 72% Full Time, 20% Part Time, 5% Contract, and 2% Nights. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $99,447 per year, or $47.8 per hour.

Senior Employee Relations Consultant

01460 Continental Casualty Company

Chicago, IL • On-site

$72K - $141K/yr

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

You have a clear vision of where your career can go. At CNA, we strive to create a culture in which people know they matter and are part of something important. The Leave & Employee Relations Senior Consultant operates within the Employee Relations function and serves as a subject matter expert in leave administration. This role provides advanced consultation and oversight for complex and high‐risk leave and accommodation cases while working cross‐functionally with the Leave Administration team and partnering with HR Business Partners and business leaders. In addition to core leave responsibilities, this role may support broader employee relations matters and contribute to cross‐functional initiatives based on business needs and priorities. Responsibilities Serve as an escalation point for the strategic resolution of complex, sensitive, or lengthy leave and accommodation matters where legal and/or compliance risk exists. Provide guidance on the interpretation and application of federal, state, and local regulations (FMLA, ADA, USERRA, PDA) and company policies. Apply deep knowledge of the leaves and accommodations landscape to develop defensible, compliant case strategies. Act as a trusted advisor to HR Business Partners and business leaders on complex leave and accommodation issues. Provide consultative guidance that supports business continuity while ensuring compliant and equitable outcomes. Influence decision‐making by translating regulatory requirements into clear, actionable recommendations. Provide coaching, mentorship, and guidance to Leave Specialists to support development and consistency. Identify trends, risks, and process gaps to recommend and lead the execution of improvements to the leave and accommodation process in collaboration with the HR Shared Services team. Develop SLAs, support file reviews, and conduct audits of leave and accommodation matters to ensure compliance with internal standards and regulatory requirements. Lead, in collaboration with HR Shared Services, the implementation, upgrades, and maintenance of the leave management platform and other systems of record. Liaise strategically between the company and leave‐related third‐party vendors, fostering partnership, resolving disputes, developing KPIs, and conducting regular audits to ensure suppliers deliver on SLA. Serve as a flexible resource for the Employee Relations team to support capacity on select ER matters based on business needs and priorities. May perform additional duties as assigned. Skills, Knowledge & Abilities Advanced knowledge of leave administration programs (STD, FMLA, PFL, LOA, LTD). Deep understanding of federal and state leave laws and ADA requirements. Working knowledge of employee relations principles, with the ability to contribute to the assessment and resolution of sensitive employment matters. Excellent interpersonal, verbal and written communication skills, with the ability to influence and build trust with leadership, HR partners, and employees at all levels. Ability to exercise independent judgment and make sound decisions quickly and reliably, including in ambiguous, complex, and high‐sensitivity situations. Strong problem‐solving skills with the ability to manage and resolve complex, sensitive situations while providing balanced, practical solutions. Strong time management and organizational skills with keen attention to detail. Education & Experience Bachelor's degree in a related discipline or equivalent experience. Typically 5+ years of experience in leave administration or employee relations. Experience handling complex leave and accommodation cases required. Experience working within or closely partnering with Employee Relations or similar employee support functions preferred. Compensation & Benefits In certain jurisdictions, CNA is legally required to include a reasonable estimate of the compensation for this role. In District of Columbia, California, Colorado, Connecticut, Illinois, Maryland, Massachusetts, New York and Washington, the national base pay range for this job level is $72,000 to $141,000 annually. Salary determinations are based on various factors, including but not limited to, relevant work experience, skills, certifications and location. CNA offers a comprehensive and competitive benefits package to help employees – and their family members – achieve their physical, financial, emotional and social wellbeing goals. Benefits details are available at cnabenefits.com . Contact leaveadministration@cna.com to request accommodations. CNA utilizes AI‐enabled technology during the recruiting process. We are committed to providing reasonable accommodations to qualified individuals with disabilities in the recruitment process. #J-18808-Ljbffr

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