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Employee Relations Manager Jobs in Springfield, MA

Baystate Health

HR Business Partner

Springfield, MA · On-site

Advise and coach managers on employee relations, performance concerns, disciplinary processes, employee development, and other people-related challenges. * Support talent acquisition and retention by ...

Baystate Health

HR Business Partner

Springfield, MA · Hybrid

Advise and coach managers on employee relations, performance concerns, disciplinary processes, employee development, and other people-related challenges. * Support talent acquisition and retention by ...

C3 Industries

Human Resources Generalist

Hartford, CT · On-site

Coach leaders on performance, employee relations, career development, and disciplinary matters while reinforcing manager ownership of day-to-day execution. * Support employee relations matters ...

C3 Industries

Human Resources Generalist

Hartford, CT · On-site

Coach leaders on performance, employee relations, career development, and disciplinary matters while reinforcing manager ownership of day-to-day execution. * Support employee relations matters ...

Benevis

Practice Manager

Springfield, MA

Overview The Practice Manager oversees the successful implementation and management of all three ... Team building, employee relations, and organizational and staff development skills * Track record ...

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Showing results 21-40

All JobsEmployee Relations JobsEmployee Relations Manager JobsEmployee Relations Manager Jobs in Springfield, MA

Employee Relations Manager information

See Springfield, MA salary details

$47.3K

$97.2K

$164.4K

How much do employee relations manager jobs pay per year?

As of Aug 16, 2026, the average yearly pay for employee relations manager in Springfield, MA is $97,193.00, according to ZipRecruiter salary data. Most workers in this role earn between $67,800.00 and $115,600.00 per year, depending on experience, location, and employer.

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 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.
More about Employee Relations Manager jobs

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

What job categories do people searching Employee Relations Manager jobs in Springfield, MA look for?

The top searched job categories for Employee Relations Manager jobs in Springfield, MA are:

What cities near Springfield, MA are hiring for Employee Relations Manager jobs?

Cities near Springfield, MA with the most Employee Relations Manager job openings:

Employee Relations Manager jobs near you
Infographic showing various Employee Relations Manager job openings in Springfield, MA as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 16% Part Time, and 2% Contract. Highlights an 86% Physical, 1% Hybrid, and 13% Remote job distribution, with an average salary of $97,193 per year, or $46.7 per hour.

Human Resources Manager

McGill Hose & Coupling Inc

East Longmeadow, MA • On-site

Full-time

Medical, Retirement

Posted 16 days ago

Job description

Description:

The Human Resources Manager owns the company’s HR function end to end, shaping employment strategy, policy, and compliance across all McGill Hose & Coupling locations. This is a hands-on, high-ownership role covering recruitment, employee relations, compensation strategy, benefits administration, training, and regulatory compliance across Massachusetts, Rhode Island, and Connecticut. You will act as a trusted advisor to the President, translating business strategy into HR programs that strengthen culture, engagement, and legal compliance. The ideal candidate is a strategic, business-minded HR leader with strong judgment, the ability to build relationships at every level, and the discretion to handle confidential matters with care.

Requirements:
  • Talent strategy: Own recruitment strategy end to end, identify staffing needs across all levels and locations, and build the company’s employer brand around its core values, culture, and employee engagement.
  • Business partnership: Serve as a strategic partner to the President and senior management, ensuring HR initiatives align with company-wide plans and priorities.
  • Onboarding & experience: Own the onboarding process for all new employees, ensuring a smooth, consistent, positive experience from offer through first-year milestones.
  • Employee relations: Serve as the primary liaison between employees and management, leading the resolution of workplace issues and investigations with sound judgment and discretion.
  • Policy ownership: Author, implement, and maintain company policies, procedures, and the Employee Handbook, ensuring full compliance with federal law and Massachusetts, Rhode Island, and Connecticut employment regulations. Investigate and resolve employment-practice issues, escalating to outside counsel as needed.
  • Performance & development: Design and oversee performance appraisal systems, identify career-development and succession-planning needs, and coach managers through performance improvement plans.
  • Training programs: Identify company-wide training needs and coordinate professional development, partnering with Sales on product training and maintaining a roadmap for industry training (e.g., NAHAD, Danfoss).
  • Communications: Lead clear, timely company-wide communication on policy, benefits, and organizational changes.
  • Compensation & pay equity: Administer and educate employees on benefit programs, including health insurance and retirement plans. Own compensation strategy and pay-equity practices, including compliance with the Massachusetts Wage Transparency Act, maintaining defensible pay ranges and responding to pay-range requests.
  • Regulatory compliance: Monitor federal and state employment-law developments, including Massachusetts Paid Family and Medical Leave, Earned Sick Time, the Personnel Records Law, and the Equal Pay Act, and update policy and practice to stay compliant across all jurisdictions.
  • Workers’ compensation: Investigate and report on workplace accidents, coordinating with the insurance carrier and affected employees through resolution.
  • Recordkeeping: Maintain accurate, legally compliant employee records, including responding to personnel-record access requests within statutory timeframes.
  • Reporting & analytics: Prepare and analyze HR reports and market conditions to inform decisions on staffing, compensation, and workforce planning.
  • Screening programs: Manage drug testing, background checks, and pre-employment screening, ensuring consistent application and legal defensibility.
Qualifications & experience
  • 2–5 years of progressive HR experience, including owning a full HR function; SHRM-CP or SHRM-SCP certification strongly preferred.
  • Experience in a manufacturing or industrial environment preferred, but not required.
  • Experience leading HR strategy across multiple states, with working knowledge of Massachusetts, Rhode Island, and Connecticut employment law.
  • Hands-on experience with compensation strategy and pay-equity compliance, including salary-range transparency requirements, strongly preferred.
  • Experience across core HR disciplines, including organizational health, recruitment, benefits, employee relations, and compensation structures such as commission-based sales compensation.
  • Ability to build strong, empathetic connections with employees at all levels, leading through influence rather than authority alone.
  • Ability to coach, influence, and mentor employees and management through complex or difficult issues.
  • Strategic thinker who can translate vision and mission into concrete HR programs and measurable outcomes.
  • Must be authorized to work in the United States and able to pass a pre-employment background check as required.
Education
  • Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
  • SHRM-CP, SHRM-SCP, PHR, or SPHR certification a plus.
Required skills
  • Sound decision-making and problem-solving.
  • Strategic thinking, with the ability to translate vision into measurable HR programs.
  • Working knowledge of federal and state employment regulations, with the judgment to know when to escalate to outside counsel.
  • Strong written and verbal communication, negotiation, and conflict-resolution skills.
  • Effective time management across competing priorities.
  • Excellent organizational skills; works well under pressure; handles confidential information with discretion at all times.

McGill Hose & Coupling is an Equal Opportunity Employer. All employment decisions are based on business need, job requirements, and individual qualifications, without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, veteran status, or any other status protected by applicable federal, state, or local law. We provide reasonable accommodations to qualified individuals with disabilities; if you need an accommodation, please contact Human Resources.

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