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Employee Relations Supervisor Jobs (NOW HIRING)

ADP, Inc.

Employee Relations Specialist

Reidsville, NC · On-site

$65K - $75K/yr

Provide real-time coaching and guidance to supervisors and managers regarding employee relations matters. * Assist leaders with attendance, performance, conduct, and policy-related concerns.

Beltmaintenance

The Employee Relations Lead also supervises and develops two Human Resources Generalists, helping to drive effective HR service delivery while supporting strategic business objectives. The ideal ...

Purvis Industries

Employee Relations Lead

Dallas, TX · On-site

The Employee Relations Lead also supervises and develops two Human Resources Generalists, helping to drive effective HR service delivery while supporting strategic business objectives. The ideal ...

TriHealth

Manager Employee Relations

Cincinnati, OH · On-site

Equivalent experience accepted in lieu of degree * 5-7 years of progressive leadership or supervisory experience (required) * 5-7 years of Employee Relations experience managing complex workplace ...

Purvis Industries

Employee Relations Lead

Dallas, TX · On-site

The Employee Relations Lead also supervises and develops two Human Resources Generalists, helping to drive effective HR service delivery while supporting strategic business objectives. The ideal ...

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Employee Relations Supervisor information

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$47.5K

$97.5K

$165K

How much do employee relations supervisor jobs pay per year?

As of Sep 10, 2026, the average yearly pay for employee relations supervisor in the United States is $97,534.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,000.00 and $116,000.00 per year, depending on experience, location, and employer.

What does an employee relations supervisor do?

An Employee Relations Supervisor is responsible for managing and resolving workplace issues between employees and management. Their duties often include handling employee complaints, conducting investigations, ensuring compliance with labor laws, and implementing company policies. They also work to promote a positive work environment by addressing conflicts proactively and facilitating communication. This role is crucial in maintaining fair treatment and upholding the company’s values and standards.

What are the key skills and qualifications needed to thrive as an employee relations supervisor?

To thrive as an Employee Relations Supervisor, you need a solid background in human resources management, employment law, and conflict resolution, typically supported by a bachelor’s degree in HR or a related field. Familiarity with HRIS systems, case management tools, and certifications such as SHRM-CP or PHR are highly valuable. Exceptional interpersonal skills, active listening, and the ability to maintain confidentiality help you build trust and effectively mediate workplace issues. These skills are essential for fostering a positive work environment, ensuring legal compliance, and resolving disputes efficiently.

What are some common challenges faced by employee relations supervisors, and how can they be addressed?

Employee Relations Supervisors often encounter challenges such as mediating complex workplace conflicts, ensuring compliance with labor laws, and balancing the interests of employees and management. To address these, strong communication and negotiation skills are essential, along with a thorough understanding of company policies and employment regulations. Building trust with staff and maintaining confidentiality are also key to resolving issues effectively and fostering a positive work environment.
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Employee Relations Supervisor jobs near you
Infographic showing various Employee Relations Supervisor job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 75% Full Time, 19% Part Time, 4% Contract, and 1% Nights. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $97,534 per year, or $46.9 per hour.

Supervisor, Employee Relations

Fountain Valley, CA • On-site

Hyundai MOBIS
See more jobs at Hyundai MOBISexternal

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 19 days ago

Hyundai Mobis rating

7.8

Company rating: 7.8 out of 10

Based on 29 frontline employees who took The Breakroom Quiz

Job description

Supervisor, Employee Relations
We are searching for an experienced Supervisor, Employee Relations at our Headquarters facility.
Hyundai MOBIS Parts America
We think creatively and keep challenging ourselves to help create a new future and eventually make humankind's dreams a reality. Ready for the challenge?
Who We Are
Tomorrow's most advanced automotive technology is being envisioned today at MOBIS Parts America (MPA). A subsidiary of Hyundai MOBIS, we are a top leading automotive parts supplier. MPA provides after-sales service parts support for Hyundai Motors, Kia Motors, and Genesis. In addition to the distribution of genuine service parts, the MPA Accessories division develops accessories for Hyundai, Kia, and Genesis - which are installed on new vehicles in the United States and Canada.
Description
JOB PURPOSE
The Employee Relations Supervisor is responsible for administering companywide Employee Relations (ER) programs and serving as the primary subject-matter expert for employee relations investigations, disciplinary actions, and compliance. This role ensures the consistent application of MPA policies, employment laws, and HR best practices across all Part Distribution Centers (PDCs) and Corporate operations.
A core responsibility of this position is to review, guide, and strengthen Field Human Resources Business Partners' (HRBPs) investigative practices, including oversight of investigation processes, documentation, findings, and corrective actions. The ER Supervisor provides ongoing training, coaching, and standardized guidelines to ensure investigation quality, consistency, and compliance across all locations.
This role requires a high level of integrity, confidentiality, professionalism, and sound judgment, serving as a steward of the organization while supporting leadership development and fostering a respectful, compliant, and collaborative workplace. Approximately 20% travel is required.
KEY ACCOUNTABILITIES
  • Review, guide, and train Field HRBPs on ER investigations, including investigation planning, interviews, documentation, findings, and final reports, to ensure consistency, legal compliance, and alignment with company standards. Serve as the quality-control authority for HRBP investigations and oversee termination processes, providing developmental feedback, training, and corrective guidance as needed. - 40%
  • Lead or support ER investigations for PDC and Corporate locations as needed. Prepare and review Disciplinary Action Notices (DANs) and separation documentation. Partner with management, Field HRBPs, and employees to resolve ER issues through case-specific coaching, counseling, conflict resolution, and corrective action, while ensuring compliance with federal and state employment laws. - 30%
  • Prepare HR and ER reports, audits, and ad hoc reporting for management and operational needs. - 20%
  • Create, revise, and maintain companywide ER policies and administer ER programs to support compliance and organizational effectiveness. - 10%
KEY PERFORMANCE INDICATORS
  • Ensure Field HRBP and ER investigations meet established company standards by reviewing investigation planning, interview techniques, documentation quality, factual analysis, conclusions, and timelines for accuracy, objectivity, consistency, and legal compliance.
  • Serve as the quality-control authority for HRBP investigations and termination processes, providing timely developmental feedback, coaching, training, mentorship, and corrective guidance as needed.
  • Lead or support ER investigations for PDC and Corporate locations, delivering well-documented, objective findings supported by factual evidence and ensuring consistent application of company policies, progressive discipline standards, and corrective action procedures across all locations.
  • Prepare and review Disciplinary Action Notices (DANs) and separation documentation, ensuring alignment with company policy, employment laws, and corporate HR expectations.
  • Resolve ER issues and workplace conflicts through case-specific coaching, counseling, mediation, and conflict resolution, facilitating constructive dialogue, identifying root causes, recommending solutions, and achieving both timely resolution and long-term relationship improvement.
  • Partner with management, Field HRBPs, and employees to mitigate legal and ER risks, support fair and consistent decision-making, and strengthen managerial capability in handling sensitive ER matters.
  • Communicate and escalate ER issues promptly to the ER Manager and leadership, ensuring timely awareness of critical concerns, high-risk cases, emerging trends, and potential legal exposure.
  • Prepare, maintain, and manage complete, accurate, and audit-ready ER documentation, including investigation notes, evidence, timelines, conclusions, follow-up actions, and centralized ER resources (SOPs, templates, trackers, forms, and guidelines).
  • Prepare and deliver HR/ER reports, metrics, audits, weekly leadership updates, and required reporting to Korea HQ, ensuring accuracy, professionalism, and timeliness while highlighting trends, risks, outcomes, and improvement recommendations.
  • Collaborate with in-house counsel and external legal partners on litigation or pre-litigation matters by providing thorough investigative documentation, evidence, interview coordination, and required case support.
  • Develop, update, and administer ER policies, SOPs, training materials, and programs, ensuring alignment with federal, state, and local employment laws, regulatory changes, case law developments, and operational needs.
  • Design and deliver ER training for Managers, Supervisors, and Field HRBPs, including investigations, documentation best practices, harassment prevention, corrective action, separation processes, and conflict resolution.
  • Maintain current knowledge of employment laws and ER best practices, benchmark emerging trends and recommend enhancements to reduce risk, improve compliance, and strengthen company culture and employee experience.
  • Conduct employee satisfaction and environmental surveys, analyze results, identify trends, and partner with PDC leadership to develop and implement effective action plans.
  • Travel to PDC locations as needed to conduct investigations, facilitate roundtables, deliver training, administer surveys, and support ER initiatives.
  • Collaborate cross-functionally with HR teams to ensure alignment, effective execution of HR programs, appropriate staffing coverage, and continuity of ER support during absences or peak demand.
  • Demonstrate strong case management and professional judgment, effectively prioritizing workload, managing multiple assignments, meeting deadlines, maintaining confidentiality, and upholding ethical and professional standards.
  • Support new-hire orientation and ER-related onboarding activities, ensuring accurate communication of policies, expectations, and workplace standards.
  • Support planning and continuous improvement of the annual Field HRBP workshop, contributing to curriculum development, facilitation, logistics, and content delivery.
  • Uphold company values and promotes a respectful, inclusive, and compliant workplace culture, completing all responsibilities with accuracy, reliability, professionalism, and adaptability, and performing other duties as assigned.
WORK SCHEDULE/TRAVEL
  • 8:00 am - 5:00 pm Occasional overnight travel (up to 20%) by land and/or air

Required Qualifications
MAJOR CHALLENGES AND KEY DECISIONS
  • This position requires a high level of independent thinking and problem-solving, with daily decisions necessary to maintain compliance with federal and state laws, protect the company from unnecessary litigation, sustain a motivated, productive, and safe workforce, and effectively lead and guide Field HRBPs in handling complex employee relations issues with consistency and sound judgment.

EDUCATION REQUIREMENTS
  • Bachelor's degree in HR or equivalent; combination of work experience and education will be considered
EXPERIENCE REQUIREMENTS
  • 5-8 years of progressive experience in Human Resources and Employee Relations.
  • Experience administering multi-state HR programs for both exempt and non-exempt employees.
  • Demonstrated experience conducting complex employee relations investigations.
  • Strong knowledge of federal and state employment laws and regulatory compliance requirements.
  • Experience leading, coaching, or supporting HR Business Partners preferred.
  • Strong communication skills with the ability to handle sensitive and confidential matters professionally.
  • Bilingual in Spanish preferred.
CERTIFICATIONS
  • PHR, Preferred

SKILLS
  • Advanced proficiency in Microsoft Office applications
  • Define problems, collect data, establish facts, and draw valid conclusions.

Employment Type - Exempt, Annual Salary
Compensation - The expected hiring range for this position is $98,000.00 - 115,000.00, depending on experience and qualifications.
Hyundai Mobis Parts America - Benefits
We offer a competitive benefits package for full-time employees which include:
  • Medical, Dental, and Vision
  • 401K with employer matching
  • Tuition Reimbursement
  • Paid Vacation, Paid Sick Days and Paid Holidays
  • Mapped career plans; we believe in developing and promoting our talent!
  • Company Discounts & more!

Our company provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics.

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