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Employee Relations Sr Manager Jobs in Ridgefield, CT

MasterCard

Director, Employee Relations

Purchase, NY · On-site +1

Title and Summary Director, Employee Relations Overview Mastercard is seeking an experienced ... manage periodic reporting to relevant senior stakeholders Ability to establish strong cross ...

Norwalk Housing Authority

Be Seen First

Director of Personnel & Labor Relations

Norwalk, CT · On-site

$120K - $135K/yr

... senior leadership, managers, employees, and labor representatives. The ideal candidate is a ... Organizational Development & Employee Engagement · Design and implement innovative employee ...

Amazon

Senior Station Manager

Orange, CT · On-site

... employee relations and building leadership bench strength within the DS. Key job responsibilities - Responsible for the overall safety, quality, performance, customer experience and people ...

Amazon

Senior Station Manager

Orange, CT

... employee relations and building leadership bench strength within the DS. Key job responsibilities - Responsible for the overall safety, quality, performance, customer experience and people ...

Stamford Health

Sr. HR Business Partner

Stamford, CT

The Sr. HRBP manages and resolves complex employee relations issues, and works closely with management and employees to improve work relationships, build morale, increase productivity and retention ...

Stamford Health

Sr. HR Business Partner

Stamford, CT · On-site

The Sr. HRBP manages and resolves complex employee relations issues, and works closely with management and employees to improve work relationships, build morale, increase productivity and retention ...

Stamford Health

Sr. HR Business Partner

Stamford, CT · On-site

The Sr. HRBP manages and resolves complex employee relations issues, and works closely with management and employees to improve work relationships, build morale, increase productivity and retention ...

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Employee Relations Sr Manager information

See Ridgefield, CT salary details

$44.8K

$102.4K

$121K

How much do employee relations sr manager jobs pay per year?

As of Aug 19, 2026, the average yearly pay for employee relations sr manager in Ridgefield, CT is $102,416.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,700.00 and $116,000.00 per year, depending on experience, location, and employer.

What does an Employee Relations Sr Manager do?

An Employee Relations Sr Manager oversees the development and implementation of employee relations policies and programs within an organization. They handle complex workplace issues, mediate disputes, ensure compliance with labor laws, and work to create a positive work environment. Their role often includes advising management on best practices, conducting investigations into employee complaints, and fostering effective communication between staff and leadership. The goal is to maintain productive, fair, and legally compliant workplace relations.

How does an Employee Relations Sr Manager typically collaborate with other departments to resolve workplace issues?

An Employee Relations Sr Manager frequently partners with HR, Legal, and departmental leadership to address and resolve workplace concerns such as conflicts, policy violations, or performance matters. This collaboration often involves conducting investigations, providing guidance on employment law, and ensuring consistent application of company policies. Effective communication and relationship-building skills are key, as the role requires balancing employee advocacy with organizational objectives. By working closely with various stakeholders, the Employee Relations Sr Manager helps foster a positive work environment and mitigate risks.

What are the key skills and qualifications needed to thrive as an Employee Relations Sr Manager, and why are they important?

To thrive as an Employee Relations Sr Manager, you need in-depth knowledge of employment law, conflict resolution, and HR best practices, usually backed by a bachelor’s or master’s degree in HR or a related field. Familiarity with HRIS platforms, case management systems, and certifications such as SHRM-SCP or SPHR are highly valuable. Outstanding interpersonal skills, discretion, and strong analytical thinking help build trust and navigate sensitive workplace issues. These competencies are crucial for ensuring fair, compliant, and effective management of employee relations, supporting organizational culture and minimizing legal risks.
Employee Relations Sr Manager jobs near you

Senior Employee Relations Partner

Relativity

Bridgeport, CT • On-site

$112K - $168K/yr

Other

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

Posting Type

Remote/Hybrid

Job Overview

The Employee Relations Specialist serves as a trusted advisor and practitioner responsible for navigating complex workplace matters with sound judgment, legal fluency, and a commitment to both people and organizational health. The Senior Employee Relations Specialist (Level 6) is a senior IC expert responsible for leading complex employee relations and performance management cases end-to-end, ensuring consistent, defensible, and equitable outcomes across the organization.
This role operates as a strategic partner to Sr. HRBPs, absorbing high-risk and high-complexity ER work while enabling HRBPs to focus on business strategy, talent decisions, and organizational effectiveness.
This role partners closely with HRBPs, Legal, and senior leadership to resolve issues swiftly and fairly while strengthening the company's culture as we scale.

Job Description and Requirements

Employee Relations & Investigations

  • Lead end-to-end investigations into complex employee relations matters (e.g., misconduct, discrimination, retaliation, policy violations)
  • Conduct structured interviews, assess credibility, synthesize evidence, and produce clear, legally defensible findings and recommendations
  • Partner closely with Legal to manage risk, escalation thresholds, and compliance requirements
  • Ensure consistent application of policies globally, accounting for regional legal and cultural differences

Performance & Disciplinary Processes

  • Advise on high-risk performance cases, including PIPs, coaching plans, and involuntary separations
  • Ensure performance processes follow structured, documented frameworks with clear expectations, timelines, and success metrics
  • Support differentiation between performance vs. capability vs. organizational/system issues in partnership with HRBPs
  • Drive consistency in disciplinary actions and ensure fairness across managers and teams

Risk Mitigation, Compliance & Governance

  • Act as a subject matter expert in employment law (multi-state and global) and internal policy frameworks
  • Ensure rigorous documentation standards and audit readiness across all ER and performance cases
  • Identify and mitigate legal, reputational, and employee experience risks before escalation
  • Own ER case governance, including escalation pathways and decision frameworks

Manager & HRBP Advisory

  • Coach managers on:
  • Feedback delivery and documentation
  • Navigating difficult conversations
  • When and how to escalate ER matters
  • Partner with Sr. HRBPs to align ER decisions with broader talent, calibration, and organizational outcomes
  • Provide real-time case consultation for ambiguous or sensitive situations


Insights, Trends & Systemic Improvement

  • Analyze ER case data to identify patterns by manager, function, or region
  • Repeat manager risk patterns
  • Policy gaps
  • Organizational friction points
  • Drive improvements to ER playbooks, templates, and workflows


Capability Building & Enablement

  • Design and deliver manager education on:
  • Performance management rigor
  • Documentation standards
  • Bias mitigation and fair process
  • Build scalable tools (templates, guides, intake frameworks) that improve quality and consistency of ER handling
  • Partner with HRBPs to elevate overall organizational capability in managing performance and ER proactively


Decision Rights

  • Recommends outcomes, risk mitigation strategies, and disciplinary actions
  • Owns ER process integrity, case quality, and documentation standards
  • Escalates high-risk decisions to HRBPs, Legal, or leadership as appropriate

Qualifications

Required

  • 5+ years of progressive HR experience with at least 3 years in a dedicated Employee Relations or HR compliance role

  • Demonstrated experienceleadingworkplace investigations independently from intake through resolution

  • Working knowledge of multi-state employment law and regulatory compliance requirements

  • Proven ability to manage sensitive, high-riskcases withdiscretion and sound judgment

  • Strong written communication skills - able to produce clear, legally-defensible documentation

Preferred

  • Experience in aglobalSaaS/technology, or pre-IPO company environment

  • Experience partnering with HRBPs in a global, matrixed org

  • PHR, SPHR, SHRM-CP, or SHRM-SCP certification

  • Experience using HRIS platforms (Workday, Rippling, or similar) and case management tools

Relativity is committed to competitive, fair, and equitable compensation practices.

This position is eligible for total compensation which includes a competitive base salary, an annual performance bonus, and long-term incentives.

The expected salary range for this role is between following values:

$112,000 and $168,000

The final offered salary will be based on several factors, including but not limited to the candidate's depth of experience, skill set, qualifications, and internal pay equity. Hiring at the top end of the range would not be typical, to allow for future meaningful salary growth in this position.

Required Skills:

Employee Relations, HR Business, HR Strategy, Human Resources Consulting, Leadership Training and Development, Organizational Development (OD), Recruiting, Succession Planning, Talent Management, Workforce Planning

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