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Employee Relations Jobs in Baton Rouge, LA (NOW HIRING)

Pivotal Solutions

HR Manager

Baton Rouge, LA · On-site

... employee relations strategies. Serves as an advocate for both hourly and salaried employees. Educates managers and employees on company policies, procedures, and benefit plans and ensures their ...

Stars and Strikes

Area Manager

Denham Springs, LA

Create an open line of communication by assisting in employee relations problems, and coaching and counseling employees to empower success * Establish relationships with customers by visiting ...

Stars and Strikes

Area Manager

New Roads, LA

Create an open line of communication by assisting in employee relations problems, and coaching and counseling employees to empower success * Establish relationships with customers by visiting ...

Stars and Strikes

Area Manager

Baton Rouge, LA · On-site

Create an open line of communication by assisting in employee relations problems, and coaching and counseling employees to empower success * Establish relationships with customers by visiting ...

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All JobsEmployee Relations JobsEmployee Relations Jobs in Baton Rouge, LA

Employee Relations information

See Baton Rouge, LA salary details

$18.7K

$61.5K

$106.1K

How much do employee relations jobs pay per year?

As of Sep 3, 2026, the average yearly pay for employee relations in Baton Rouge, LA is $61,528.00, according to ZipRecruiter salary data. Most workers in this role earn between $38,900.00 and $78,300.00 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 Baton Rouge, LA?

The most popular types of Employee Relations jobs in Baton Rouge, LA are:

What are popular job titles related to Employee Relations jobs in Baton Rouge, LA?

For Employee Relations jobs in Baton Rouge, LA, the most frequently searched job titles are:

What job categories do people searching Employee Relations jobs in Baton Rouge, LA look for?

The top searched job categories for Employee Relations jobs in Baton Rouge, LA are:

What cities near Baton Rouge, LA are hiring for Employee Relations jobs?

Cities near Baton Rouge, LA with the most Employee Relations job openings:

Employee Relations jobs near you
Infographic showing various Employee Relations job openings in Baton Rouge, LA as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, 2% Temporary, 2% Contract, and 1% Nights. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $61,528 per year, or $29.6 per hour.

Director, Retail Human Resources - Gulf Coast Region

RaceTrac Petroleum, Inc.

Baton Rouge, LA • On-site

Full-time

Posted 28 days ago

Key responsibilities

  • Partner with field and operations leadership as a strategic advisor, aligning people strategy to business goals.

  • Lead workforce planning, talent acquisition strategies, and succession planning to support regional growth and operational continuity.

  • Coach leaders on performance management, employee relations, and leadership effectiveness, and ensure the execution of HR processes.

RaceTrac rating

4.6

Company rating: 4.6 out of 10

Based on 199 frontline employees who took The Breakroom Quiz

38th of 47 rated convenience stores

Job description

RaceTrac Company Overview
Job Description:
The Director, Retail Human Resources Business Partner serves as a strategic advisor and operational partner to the Directors of Operations, and multi-unit field leaders across a large, high-volume convenience retail network. This role drives people strategy, workforce effectiveness, and organizational health to support revenue growth, customer experience, and operational excellence. The Director ensures consistent execution of HR processes, builds leadership capability, and delivers data-driven solutions that strengthen performance across hundreds of store locations.
This role drives the execution of enterprise HR strategies within the retail business vertical - partnering with field leadership on talent, culture, organizational effectiveness, and workforce initiatives that enable business performance. It maintains connectivity to Enterprise HR through matrixed partnerships with HR Centers of Excellence and Enterprise HR Strategy teams.
This role supports a RaceTrac region and will require travel at any given time to stores, or multiple stores within the region. At various times you may be in the field, at the region office, or work from home.
What You'll Do:
Strategic Partnership & Business Alignment
  • Partner with field and operations leadership as a strategic advisor, aligning people strategy to business goals while influencing decisions that improve workforce effectiveness, guest experience, and operational performance.
  • Translate enterprise initiatives into actionable HR plans that improve workforce stability, productivity, and store execution.
  • Use data, trends, and predictive analytics to influence decisions on labor planning, organizational design, and talent deployment.

Talent Strategy & Workforce Planning
  • Lead workforce planning across multi-state regions, ensuring staffing models and talent pipelines support growth and operational continuity.
  • Collaborate with Talent Acquisition to execute high-volume hiring strategies tailored to regional and seasonal needs.
  • Build and maintain succession plans, identifying and accelerating high-potential leaders through targeted development and coaching.

Leadership Coaching & Capability Building
  • Coach field leaders on performance management, accountability, culture, and leadership effectiveness.
  • Strengthen frontline leadership capability through targeted interventions, training, and consistent performance expectations.
  • Equip leaders to confidently navigate complex people issues and multi-unit leadership challenges.

Employee Relations & Risk Mitigation
  • Lead and resolve complex employee relations matters, ensuring consistency, compliance, and timely outcomes.
  • Partner with Legal, Compliance, and Operations to mitigate risk and maintain a safe, respectful workplace.
  • Identify systemic ER trends and implement proactive solutions that reduce claims, turnover, and operational disruption.

Culture, Engagement & Retention
  • Drive enterprise culture and engagement initiatives into the field, ensuring alignment with company values and service expectations.
  • Analyze engagement and turnover data to identify root causes and implement targeted retention strategies.
  • Champion diversity, equity, and inclusion across field operations, promoting equitable practices and inclusive leadership behaviors.

Operational Excellence & HR Process Execution
  • Ensure flawless execution of HR processes including performance reviews, compensation cycles, investigations, compliance audits, and policy implementation.
  • Partner with Operations to streamline processes, reduce administrative burden, and improve the frontline employee experience.
  • Optimize labor strategies that balance productivity, service standards, team engagement, and financial performance.

Change Leadership & Transformation
  • Lead HR components of large-scale initiatives such as reorganizations, acquisitions, system implementations, and new store growth.
  • Act as a change agent, ensuring field leaders understand, adopt, and sustain new ways of working.
  • Lead effectively in fast-paced environments, helping field leaders navigate ambiguity while maintaining operational focus and team engagement.
  • Translate complex enterprise changes into clear, actionable guidance for store and field teams.

Data-Driven Decision Making
  • Leverage dashboards, KPIs, and workforce analytics to diagnose issues and recommend solutions that improve business outcomes.
  • Track and report on key HR metrics including turnover, engagement, staffing levels, ER trends, and leadership pipeline health.
  • Use insights to influence operational leaders and drive accountability for people outcomes.

What We are Looking For:
  • Bachelor's degree in human resources, business, or a related field (preferred).
  • 10+ years of progressive Human Resources experience.
  • 2+ years of experience at the Director level.
  • Proven ability to align people strategy with business goals and translate enterprise initiatives into field execution.
  • Demonstrated success leading complex employee relations matters with consistency, compliance, and sound judgment.
  • Strong workforce-analytics fluency - using KPIs, dashboards, and predictive insights to influence operational decisions.
  • Experience leading the HR components of large-scale change (reorganizations, acquisitions, system implementations, new-unit growth).
  • Ability to coach and build capability among multi-unit field leaders in a fast-paced, high-volume environment.
  • Multi-unit retail, convenience, or operational HR experience is strongly preferred.
  • Experience supporting high-volume, geographically distributed field operations across multiple states or regions.
  • Experience partnering across HR Centers of Excellence and enterprise HR strategy teams in a matrixed organization.

Fueled by Growth, Driven by You
At RaceTrac, our people make the difference. Whether you're working in a store, at our corporate office, or on the road, you'll be part of a team that brings energy, innovation, and a passion for serving others every day. We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there's always a new challenge to take on and a new path to pursue. Join us and discover how far your career can go.
To see what #LifeatRaceTrac is like, visit our LinkedIn, Facebook, and Instagram pages.
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.
Responsibilities:
Strategic Partnership & Business Alignment
  • Partner with field and operations leadership as a strategic advisor, aligning people strategy to business goals while influencing decisions that improve workforce effectiveness, guest experience, and operational performance.
  • Translate enterprise initiatives into actionable HR plans that improve workforce stability, productivity, and store execution.
  • Use data, trends, and predictive analytics to influence decisions on labor planning, organizational design, and talent deployment.

Talent Strategy & Workforce Planning
  • Lead workforce planning across multi-state regions, ensuring staffing models and talent pipelines support growth and operational continuity.
  • Collaborate with Talent Acquisition to execute high-volume hiring strategies tailored to regional and seasonal needs.
  • Build and maintain succession plans, identifying and accelerating high-potential leaders through targeted development and coaching.

Leadership Coaching & Capability Building
  • Coach field leaders on performance management, accountability, culture, and leadership effectiveness.
  • Strengthen frontline leadership capability through targeted interventions, training, and consistent performance expectations.
  • Equip leaders to confidently navigate complex people issues and multi-unit leadership challenges.

Employee Relations & Risk Mitigation
  • Lead and resolve complex employee relations matters, ensuring consistency, compliance, and timely outcomes.
  • Partner with Legal, Compliance, and Operations to mitigate risk and maintain a safe, respectful workplace.
  • Identify systemic ER trends and implement proactive solutions that reduce claims, turnover, and operational disruption.

Culture, Engagement & Retention
  • Drive enterprise culture and engagement initiatives into the field, ensuring alignment with company values and service expectations.
  • Analyze engagement and turnover data to identify root causes and implement targeted retention strategies.
  • Champion diversity, equity, and inclusion across field operations, promoting equitable practices and inclusive leadership behaviors.

Operational Excellence & HR Process Execution
  • Ensure flawless execution of HR processes including performance reviews, compensation cycles, investigations, compliance audits, and policy implementation.
  • Partner with Operations to streamline processes, reduce administrative burden, and improve the frontline employee experience.
  • Partners with operations to optimize labor strategies that balance productivity, service standards, team engagement and financial performance.

Change Leadership & Transformation
  • Lead HR components of large-scale initiatives such as reorganizations, acquisitions, system implementations, and new store growth.
  • Act as a change agent, ensuring field leaders understand, adopt, and sustain new ways of working.
  • Leads effectively in fast paced environments, helping field leaders navigate ambiguity while maintaining operational focus and team engagement.
  • Translate complex enterprise changes into clear, actionable guidance for store and field teams.

Data-Driven Decision Making
  • Leverage dashboards, KPIs, and workforce analytics to diagnose issues and recommend solutions that improve business outcomes.
  • Track and report on key HR metrics including turnover, engagement, staffing levels, ER trends, and leadership pipeline health.
  • Use insights to influence operational leaders and drive accountability for people outcomes.

Work Experience / Skills
Qualifications:
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

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