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Er Manager Jobs in Delaware (NOW HIRING)

Firstsource

$20/hr

Identifies out-patient/ER accounts from the census or applicable referral method that are ... Report any important occurrences to management as soon as possible (dramatic change in the number ...

Spruce Infotech Inc

Data Modeler (mid-level)

Wilmington, DE

$53.25 - $69/hr

... ER/Dimensional modeling and have extensive experience in developing logical and physical data models in complex, multi-application environments. 3-5+ years of hands-on experience in data management ...

DaVita

... Manager or RN-licensed FA/GFA required * Certified Nephrology Nurse (CNN) or Certified Dialysis Nurse (CDN) preferred * Intensive Care Unit (ICU), Critical Care Unit (CCU), Emergency Room (ER), or ...

DaVita

Registered Nurse

Wilmington, DE · On-site

CPR certification and basic EKG interpretation * 2+ years' experience with acutely ill patients (ICU, ER, Med/Surg preferred) * Strong assessment, time management, and communication skills * CNN ...

DaVita

CPR certification and basic EKG interpretation * 2+ years' experience with acutely ill patients (ICU, ER, Med/Surg preferred) * Strong assessment, time management, and communication skills * CNN ...

DaVita

Monitor patients, manage treatment plans, and respond to health changes * Collaborate with a ... Experience in ICU, CCU, ER, or Med Surg * CNN/CDN certification Benefits: * Medical, dental, vision ...

DaVita

Registered Nurse

Dover, DE

A Minimum of 1 year licensed with experience in a clinical setting (ICU, ER, Med/Surg preferred) * Strong assessment, time management, and communication skills * CNN certification a plus * We are ...

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All JobsEr JobsEr Manager JobsEr Manager Jobs in Delaware

Er Manager information

See Delaware salary details

$38.5K

$89.3K

$145.6K

How much do er manager jobs pay per year?

As of Jul 19, 2026, the average yearly pay for er manager in Delaware is $89,300.00, according to ZipRecruiter salary data. Most workers in this role earn between $62,600.00 and $109,100.00 per year, depending on experience, location, and employer.

What is the highest paid HR job?

The highest paid HR roles are typically HR Directors or Chief Human Resources Officers (CHROs), who oversee organizational HR strategies and policies. These positions often require extensive experience, strategic leadership skills, and may include compensation packages with high base salaries, bonuses, and stock options.

What are some common challenges faced by an ER Manager in a hospital setting?

ER Managers often navigate fast-paced, high-pressure environments where quick decision-making is critical. Common challenges include managing unpredictable patient volumes, ensuring adequate staffing during peak hours, and maintaining effective communication between multidisciplinary teams. Additionally, ER Managers must balance administrative responsibilities such as budgeting and compliance with direct support to clinical staff, all while upholding high standards of patient care and safety.

What does an er manager do?

An ER (Emergency Room) manager oversees the operations of an emergency department, coordinating staff, managing patient flow, and ensuring quality care and compliance with healthcare regulations. They often handle staffing schedules, budget management, and communication between medical teams, requiring strong leadership and organizational skills.

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

To thrive as an ER Manager, you need extensive emergency medicine knowledge, leadership experience, and a relevant nursing or medical degree, often with advanced certifications like CEN or ACLS. Familiarity with emergency department information systems, resource management tools, and hospital protocols is essential. Strong decision-making, crisis management, and communication skills help you lead teams and coordinate care in high-pressure situations. These competencies ensure efficient department operations, patient safety, and effective responses to critical incidents.

What are the 4 pillars of employee relations?

For an ER Manager, the four pillars of employee relations are communication, trust, fairness, and conflict resolution. These elements help foster a positive work environment, improve employee engagement, and ensure effective management of workplace issues. Strong skills in interpersonal communication and understanding employment laws support these pillars.

What are high paying manager jobs?

High-paying manager jobs include executive roles such as CEO, CFO, and COO, as well as senior management positions like IT Manager, Sales Manager, and Project Manager in industries such as finance, technology, and healthcare. These roles typically require extensive experience, leadership skills, and relevant certifications, and often offer salaries exceeding $100,000 annually.

What are ER Managers?

ER Managers, or Employee Relations Managers, are human resources professionals who focus on maintaining positive relationships between a company and its employees. They handle workplace conflicts, ensure compliance with employment laws, and develop policies to promote a fair and productive work environment. Their responsibilities may also include conducting investigations, managing grievances, and advising management on employee-related issues. ER Managers play a crucial role in fostering a healthy workplace culture and minimizing legal risks for the organization.

What is the difference between Er Manager vs Emergency Medical Technician?

AspectEr ManagerEmergency Medical Technician
Required CredentialsHealthcare management degree, certifications in healthcare administrationEMT certification, CPR, First Aid
Work EnvironmentHospitals, clinics, healthcare facilitiesAmbulances, emergency scenes, pre-hospital settings
Employer & IndustryHospitals, healthcare organizationsEMS services, ambulance companies
Common Search & ComparisonHealthcare management rolesEmergency medical services

The main difference between an Er Manager and an Emergency Medical Technician is their focus and responsibilities. Er Managers oversee hospital emergency departments, managing staff, operations, and patient flow, requiring healthcare administration credentials. EMTs provide immediate pre-hospital emergency care, requiring EMT certification and working in ambulances or emergency scenes. Both roles are vital in healthcare but serve different functions within the emergency response system.

What are the most commonly searched types of Er jobs in Delaware? The most popular types of Er jobs in Delaware are:
Er Manager jobs near you
Infographic showing various Er Manager job openings in Delaware as of July 2026, with employment types broken down into 2% Locum Tenens, 2% As Needed, 65% Full Time, 11% Part Time, and 20% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $89,300 per year, or $42.9 per hour.
Senior Employee Relations Partner

Senior Employee Relations Partner

Relativity

Wilmington, DE • On-site

$112K - $168K/yr

Other

Posted 4 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

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