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Employee Relations Jobs in Alabama (NOW HIRING)

Toyota

Employee Relations Analyst

Huntsville, AL · On-site

The Employee Relations Analyst plays a vital role in managing daily employee relations activities to ensure a fair, compliant, and productive workplace. This position is responsible for conducting ...

Yulista

Labor Relations Manager

Huntsville, AL · On-site

Partner closely with operational leadership to proactively identify labor risks, workforce concerns, staffing challenges, and employee relations trends. * Support workforce transition activities ...

Yulista

Labor Relations Manager

Huntsville, AL

Partner closely with operational leadership to proactively identify labor risks,workforce concerns, staffing challenges, and employee relations trends. * Support workforce transition activities ...

Yulista

Labor Relations Manager

Huntsville, AL · On-site

Partner closely with operational leadership to proactively identify labor risks,workforce concerns, staffing challenges, and employee relations trends. * Support workforce transition activities ...

Continental

Labor Relations Specialist

AL · On-site

Develops and supports positive employee relations by building trusted working relationships with Team Members, supervisors, managers, and other key partners across the organization. This position ...

SCA Innotive tech Inc

HR Manager

Auburn, AL · On-site

Support employee relations, including conflict resolution and disciplinary processes * Coordinate training, development, and performance evaluation programs * Manage general affairs functions ...

Rural King

Human Resource Lead

Albertville, AL · On-site

$17.25 - $22.50/hr

Employee Relations, Training & Compliance * Partner with Store Managers and HR Business Partners on employee relations, performance coaching, and associate development. * Assist with workplace ...

Rural King

Human Resource Lead

Gadsden, AL · On-site

$17.75 - $23.25/hr

Employee Relations, Training & Compliance * Partner with Store Managers and HR Business Partners on employee relations, performance coaching, and associate development. * Assist with workplace ...

Rural King

Human Resource Lead

Albertville, AL

$17.25 - $22.50/hr

Employee Relations, Training & Compliance * Partner with Store Managers and HR Business Partners on employee relations, performance coaching, and associate development. * Assist with workplace ...

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All JobsEmployee Relations JobsEmployee Relations Jobs in Alabama

Employee Relations information

See Alabama salary details

$17.7K

$58.1K

$100.2K

How much do employee relations jobs pay per year?

As of Sep 2, 2026, the average yearly pay for employee relations in Alabama is $58,078.00, according to ZipRecruiter salary data. Most workers in this role earn between $36,700.00 and $73,900.00 per year, depending on experience, location, and employer.

What is employee relations?

An employee relations job is an HR position in which you manage interactions between HR and employees. Your responsibilities include training new employees about various aspects of the workplace culture, such as specific procedures, and how to find support during difficult times and helping them learn how to take advantage of company policies about grievances, promotions, and benefits. Your duties include leading training sessions, working closely with other HR professionals who support your efforts by developing new policies, reviewing company guidelines, and ensuring workers understand their rights and benefits.

How does an employee relations specialist typically collaborate with HR and management to resolve workplace conflicts?

Employee Relations specialists work closely with HR teams and management to address workplace issues such as conflicts, grievances, and disciplinary matters. They often act as mediators, facilitating open communication between employees and supervisors to ensure fair and consistent application of company policies. In addition, they may lead investigations, recommend solutions, and support managers in implementing corrective actions. This collaboration helps maintain a positive work environment and ensures compliance with labor laws and organizational standards.

What are the key skills and qualifications needed to thrive as an employee relations specialist, and why are they important?

To thrive as an Employee Relations Specialist, you need a solid understanding of labor laws, conflict resolution, and HR policies, often supported by a degree in human resources or a related field. Familiarity with HR information systems (HRIS), case management tools, and sometimes certifications like SHRM-CP or PHR are commonly required. Exceptional communication, problem-solving, and negotiation skills set standout professionals apart in this role. These skills are vital for fostering a positive workplace environment, ensuring legal compliance, and effectively resolving employee issues.

What is the difference between Employee Relations vs HR Generalist?

AspectEmployee RelationsHR Generalist
Primary FocusManaging employee relationships, conflict resolution, and workplace cultureHandling a broad range of HR functions including recruitment, onboarding, and compliance
Required CredentialsTypically HR certification or related experienceHR certification or degree often preferred
Work EnvironmentEmployee-focused, often within HR teamsVaried, covering multiple HR functions across departments
Industry UsageCommon in organizations emphasizing employee engagementWidely used across industries for general HR duties

While both roles are part of HR, Employee Relations specializes in maintaining positive employee relationships and resolving workplace issues. HR Generalists handle a broader range of HR tasks, including recruitment and compliance. Understanding these differences helps organizations assign the right responsibilities and professionals to each area.

Is employee relations in demand?

Employee relations is a growing field within human resources, as organizations increasingly focus on workplace culture, employee engagement, and conflict resolution. Demand for professionals with skills in communication, conflict management, and HR software remains strong across various industries.
More about Employee Relations jobs

What are the most commonly searched types of Employee Relations jobs in Alabama?

The most popular types of Employee Relations jobs in Alabama are:

What are popular job titles related to Employee Relations jobs in Alabama?

For Employee Relations jobs in Alabama, the most frequently searched job titles are:

What job categories do people searching Employee Relations jobs in Alabama look for?

The top searched job categories for Employee Relations jobs in Alabama are:

What cities in Alabama are hiring for Employee Relations jobs?

Cities in Alabama with the most Employee Relations job openings:

Employee Relations jobs near you
Infographic showing various Employee Relations job openings in Alabama as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, 1% Temporary, 2% Contract, and 1% Nights. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $58,078 per year, or $27.9 per hour.

Senior Employee Relations Partner

Relativity

Huntsville, AL • On-site

$112K - $168K/yr

Other

Re-posted 15 days ago

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

Apply