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Full Time Amazon Employee Relations Jobs in Indiana

MonoSol

Site Generalist Talent Operations

La Porte, IN · On-site

$65K/yr

In this role, you will collaborate with site leadership to address employee relations matters ... Status : Full Time Additional information Applicable only to applicants applying to a position in ...

INCOG

HR Manager

Fishers, IN

Employee Relations, Investigations & Leave Administration: Lead workplace investigations into ... Employment Type: Full-Time

Silgancontainers

Plant HR Manager

Evansville, IN

In this full time role, you will oversee HR operations, including employee relations, labor relations, safety programs, and talent management, while ensuring compliance with company policies and ...

Silgan

Plant HR Manager

Evansville, IN · On-site

In this full time role, you will oversee HR operations, including employee relations, labor relations, safety programs, and talent management, while ensuring compliance with company policies and ...

Simos

Distribution Production Supervisor

Lafayette, IN · On-site

$33.65 - $36.06/hr

Referrals welcome! Employment Type & Shifts * Full Time * Temp to Hire * 2nd Shift Job ... Handle employee relations matters, including coaching, disciplinary actions, and investigations.

Rolls-Royce

Labor Relations Coordinator

Indianapolis, IN · On-site

$84K - $137K/yr

Fulltime Working Location: Indianapolis, IN Relocation assistance will not be provided if ... Employee Assistance Program; Paid Time Off; certain paid holidays; paid parental and family care ...

Posted today

Mazzella Companies

Warehouse Lead

East Chicago, IN · On-site

$20 - $22/hr

... employee relations * Other duties as assigned Education A high school diploma or GED preferred ... Amazon, Grainger, and Fastenal shipping functions a plus • Experience in conflict resolution ...

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All JobsAmazon Employee Relations JobsFull Time Amazon Employee Relations JobsFull Time Amazon Employee Relations Jobs in Indiana

Full Time Amazon Employee Relations information

What is a full time Amazon employee relations specialist?

Full Time Amazon Employee Relations professionals are responsible for managing and improving the relationship between Amazon and its employees. They address employee concerns, resolve workplace conflicts, and ensure a positive work environment that aligns with company policies and legal requirements. These specialists play a key role in investigations, policy implementation, and employee engagement initiatives to support a productive and compliant workplace.

What are the key skills and qualifications needed to thrive as a full time Amazon employee relations specialist?

To thrive as a Full Time Amazon Employee Relations specialist, you need a solid understanding of labor laws, conflict resolution, investigation techniques, and often a degree in human resources or a related field. Familiarity with HR information systems (HRIS), case management tools, and relevant certifications such as SHRM or PHR is highly valuable. Outstanding communication, problem-solving, and interpersonal skills help build trust and effectively address employee concerns. These competencies are crucial for maintaining a positive workplace culture, ensuring compliance, and minimizing organizational risk.

What are some common challenges faced by full time Amazon employee relations professionals, and how can they be addressed?

Full Time Amazon Employee Relations professionals often encounter challenges such as managing high-volume casework, navigating complex workplace investigations, and maintaining confidentiality while resolving sensitive issues. Balancing the needs of employees with organizational policies can also be demanding. To address these challenges, it's important to develop strong communication skills, stay updated on employment laws and company policies, and collaborate closely with HR partners and leadership teams. Building trust with employees and fostering a fair, respectful work environment are key to success in this role.

What is the difference between Full Time Amazon Employee Relations vs Full Time Amazon HR Coordinator?

AspectFull Time Amazon Employee RelationsFull Time Amazon HR Coordinator
Primary FocusHandling employee concerns, conflict resolution, and workplace investigationsSupporting HR functions, onboarding, and administrative HR tasks
Required CredentialsTypically requires HR certifications or related experienceOften requires HR or related degree, with some certifications preferred
Work EnvironmentOffice-based, interacting directly with employees and managementOffice-based, supporting HR operations and employee engagement
Employer & Industry UsageCommonly used within Amazon's employee relations and HR departmentsUsed across Amazon's HR teams for administrative and support roles

Full Time Amazon Employee Relations focuses on managing employee concerns and resolving workplace issues, requiring specialized HR knowledge. In contrast, Amazon HR Coordinators support HR operations and administrative tasks, often with a broader focus on onboarding and employee support. Both roles are essential within Amazon's HR ecosystem but differ in scope and responsibilities.

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

The most popular types of Amazon Employee Relations jobs in Indiana are:

What are popular job titles related to Full Time Amazon Employee Relations jobs in Indiana?

For Full Time Amazon Employee Relations jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Full Time Amazon Employee Relations jobs in Indiana look for?

The top searched job categories for Full Time Amazon Employee Relations jobs in Indiana are:

What cities in Indiana are hiring for Full Time Amazon Employee Relations jobs?

Cities in Indiana with the most Full Time Amazon Employee Relations job openings:

Full Time Amazon Employee Relations jobs near you
Infographic showing various Full Time Amazon Employee Relations job openings in Indiana as of July 2026, with employment types broken down into 89% Full Time, 6% Part Time, 3% Contract, and 2% Summer. Highlights an 85% Physical, 4% Hybrid, and 11% Remote job distribution.

Human Resource Manager

Bierman Autism Centers

Indianapolis, IN • On-site

$85K - $100K/yr

Full-time

Re-posted 6 days ago

Bierman Autism Centers rating

4.6

Company rating: 4.6 out of 10

Based on 31 frontline employees who took The Breakroom Quiz

229th of 242 rated social care providers

Job description

Job Type
Full-time
Description
Location: Indianapolis, Indiana - Headquarters Office
Work Arrangement: On-site
Travel: Regular periodic travel to company centers and business locations
Reports To: Vice President of Human Resources
Direct Reports: HR Coordinator
Position Summary:
The HR Manager is a hands-on operational HR leader responsible for ensuring consistent, compliant, and effective execution of people practices across a growing, multi-state healthcare organization. This role is designed for an experienced HR professional who understands the complexity of supporting both a geographically dispersed field workforce and a corporate headquarters environment.
Reporting to the Vice President of Human Resources, the HR Manager serves as the primary operational implementer of HR strategy. The role owns and advances day-to-day HR execution across employee relations, employment compliance, HR operations, investigations, leave and accommodation processes, HRIS administration, workforce compliance, policy implementation, and employee documentation.
Success in this position requires the ability to operate credibly across very different employee populations. The ability to adjust communication style without compromising consistency, compliance, or sound judgment is essential.
This role is based on-site at the Indianapolis headquarters office and serves as a visible day-to-day HR and workplace leadership presence for approximately 25 headquarters-based employees across multiple functions. The HR Manager also directly supervises an HR Coordinator who supports Human Resources, Talent Acquisition, and Learning & Development.
Key Responsibilities:
1. Employee Relations, Investigations & Leader Support
  • Serve as a primary operational resource for employee relations matters across centers and corporate functions.
  • Advise managers on performance concerns, attendance, conduct, workplace conflict, policy interpretation, corrective action, and separation processes.
  • Conduct fair, timely, well-documented workplace investigations involving employee complaints, misconduct allegations, policy concerns, interpersonal conflict, and other sensitive matters.
  • Assess facts, identify risk, distinguish between performance, conduct, compliance, and legal issues, and determine when escalation is required.
  • Prepare clear and defensible investigation documentation, findings summaries, employee communications, corrective actions, and related records.
  • Partner with the Vice President of Human Resources and employment counsel on high-risk, complex, or legally sensitive matters.
  • Maintain consistency across locations while recognizing differences in state law, local requirements, workforce dynamics, and operational context.
  • Identify trends across employee relations matters and recommend operational interventions when recurring issues emerge.

2. Multi-State Employment Compliance
  • Support compliant HR operations across multiple states, jurisdictions, and time zones.
  • Apply working knowledge of federal employment requirements, including:
    • Fair Labor Standards Act (FLSA)
    • Family and Medical Leave Act (FMLA)
    • Americans with Disabilities Act (ADA)
    • Equal Employment Opportunity and EEOC requirements
    • Wage-and-hour principles
    • Anti-discrimination and anti-retaliation requirements
  • Develop and maintain familiarity with applicable state and local leave laws, paid sick leave requirements, wage-and-hour rules, final pay requirements, and other jurisdiction-specific employment obligations.
  • Partner with legal counsel when matters require specialized legal interpretation or heightened risk assessment.
  • Support employment-related audits, agency inquiries, claims, and documentation requests.
  • Maintain reliable compliance calendars, workflows, documentation standards, and escalation protocols.
  • Help ensure changes in employment requirements are translated into updated policies, systems, manager guidance, and operational practices.

3. Leave, Accommodation & Complex Case Administration
  • Oversee and coordinate day-to-day administration of employee leave and accommodation processes.
  • Navigate FMLA, ADA, state and local leave requirements, workers' compensation-related work restrictions, and other overlapping employee circumstances.
  • Ensure required notices, certifications, interactive-process documentation, follow-up, and case records are timely and complete.
  • Work effectively with employees, managers, benefits resources, healthcare documentation, and legal counsel when cases are complex.
  • Recognize situations involving overlapping legal or operational considerations and escalate appropriately.
  • Maintain a consistent, well-documented, employee-centered, and compliance-focused approach to case administration.

4. HR Operations & Scalable Execution
  • Lead reliable execution of day-to-day HR operations across the employee lifecycle.
  • Translate HR strategy established by the Vice President of Human Resources into practical workflows, tools, processes, communications, and accountability.
  • Oversee employee records, employment changes, HR documentation, personnel actions, and related workflows.
  • Serve as a key point of contact for benefits and compensation administration, coordinating with internal stakeholders and external partners as needed.
  • Oversee operational processes related to workers' compensation, unemployment claims, leave documentation, employment verifications, and other core HR administration.
  • Conduct recurring audits of HR processes and documentation to identify compliance gaps, inconsistent practices, process failures, or opportunities for improvement.
  • Build and maintain SOPs, templates, checklists, manager tools, and repeatable workflows.
  • Ensure HR operations remain effective as the organization grows, opens new locations, enters new states, and increases workforce complexity.

5. HRIS, Data Quality & Process Discipline
  • Support day-to-day administration, integrity, and effective use of the HRIS and related HR technology.
  • Maintain strong standards for employee data accuracy, documentation completeness, workflow execution, and system controls.
  • Conduct routine audits to identify data discrepancies, incomplete records, workflow failures, and process gaps.
  • Partner cross-functionally to resolve system and process issues affecting HR, Payroll, Talent Acquisition, Learning & Development, Finance, IT, or operational teams.
  • Identify opportunities to simplify processes, improve automation, strengthen controls, and reduce manual or inconsistent work.
  • Use HR data and operational metrics to identify trends, monitor execution, and support decision-making.

6. Healthcare Workforce Compliance
  • Support the additional workforce compliance requirements associated with operating a multi-state healthcare organization.
  • Partner with internal stakeholders to maintain consistent processes related to:
    • Healthcare sanctions and exclusion screenings
    • Fingerprint clearance requirements
    • Criminal background checks
    • Abuse and neglect registry checks
    • State-specific workforce eligibility requirements
    • Role-specific credential or clearance documentation
    • Ongoing employee eligibility monitoring
  • Ensure exceptions, adverse findings, missing documentation, and eligibility concerns are escalated and addressed appropriately.
  • Work across HR, Operations, Clinical Leadership, Compliance, and legal resources when workforce eligibility issues arise.
  • Understand that healthcare employment decisions may involve requirements beyond general employment law and standard HR practice.

7. Field and Corporate Workforce Partnership
  • Support a workforce spanning center-based frontline employees, early-career professionals, paraprofessional team members, licensed clinicians, multidisciplinary professionals, operational leaders, corporate functions, and executives.
  • Build credibility with employees and leaders across different levels of professional experience, education, licensure, and organizational responsibility.
  • Understand the practical differences between supporting:
    • High-volume frontline workforces
    • Early-career and developing professionals
    • Behavior Technicians and other paraprofessional roles
    • Licensed clinicians
    • Multidisciplinary clinical professionals
    • Center and regional leaders
    • Corporate professionals
    • Senior executives
  • Adjust communication style, coaching, documentation, and problem-solving approach to the audience and situation.
  • Maintain consistent organizational standards while recognizing the operational realities of center-based healthcare delivery.
  • Spend time in company centers to maintain field connectivity and firsthand understanding of employee and leader needs.

8. Indianapolis Headquarters Leadership
  • Serve as a visible, accessible, and accountable day-to-day leadership presence in the Indianapolis headquarters office.
  • Support a professional and effective workplace for approximately 25 employees across functions that may include Human Resources, Information Technology, Revenue Cycle Management and other corporate functions.
  • Act as a point of coordination for day-to-day workplace matters and shared office needs.
  • Help reinforce workplace expectations, professional standards, communication, and accountability.
  • Coordinate with appropriate internal teams on facilities, safety, office operations, employee experience, visitors, and other shared workplace matters.
  • Address issues that do not sit neatly within one function and ensure they reach the appropriate owner.
  • Exercise practical judgment regarding when to resolve matters directly, when to coordinate cross-functionally, and when to escalate.

9. Team Leadership & Cross-Functional Coordination
  • Directly manage and develop the HR Coordinator.
  • Establish clear priorities and service expectations for HR Coordinator support across Human Resources, Talent Acquisition, and Learning & Development.
  • Ensure work is accurate, timely, confidential, and responsive to organizational needs.
  • Build efficient intake, prioritization, and workflow practices so shared support resources are deployed effectively.
  • Coach the HR Coordinator in judgment, communication, organization, and HR capability.
  • Partner closely with Talent Acquisition, Learning & Development, Payroll, Benefits, Finance, IT, Revenue Cycle Management, Operations, Clinical Leadership, and other functions.

10. Policy, Handbook & Written Communication
  • Contribute to the development, review, implementation, and ongoing maintenance of the employee handbook and HR policies.
  • Draft clear, accurate, professional employee and manager communications.
  • Translate legal, regulatory, and policy requirements into practical language that employees and leaders can understand and apply.
  • Develop and maintain SOPs, process guides, templates, forms, manager resources, and other written materials.
  • Maintain high standards for written documentation in employee relations, investigations, leave matters, compliance processes, and formal correspondence.
  • Partner with legal counsel on policy language and complex written materials when appropriate.

Success Profile: The strongest candidate for this role will be:
  • An implementer: Able to take HR strategy and convert it into disciplined, consistent execution.
  • Operationally grounded: Understands that HR practices must work in real operating environments, not only on paper.
  • Multi-audience: Equally capable of communicating with a frontline Behavior Technician, a licensed clinician, a center leader, and an executive.
  • Compliance-minded: Understands the importance of federal, state, local, and healthcare-specific workforce requirements.
  • A strong writer: Produces clear, accurate, objective, and professional documentation.
  • A sound risk assessor: Recognizes when an issue is routine, when it is complex, and when legal counsel or executive escalation is appropriate.
  • Field-connected: Values direct understanding of center operations and does not operate exclusively from a corporate perspective.
  • Process-disciplined: Builds repeatable systems, closes loops, audits execution, and follows through.
  • Comfortable with growth: Can operate effectively as locations, states, employee populations, and organizational complexity expand.
  • Credible and steady: Builds trust through judgment, responsiveness, consistency, discretion, and follow-through.

Requirements
Job Requirements:
  • Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related discipline, or equivalent combination of education and relevant professional experience.
  • 5+ years of progressive HR experience with substantial hands-on responsibility for HR operations and employee relations.
  • Demonstrated experience supporting a multi-site, geographically dispersed organization.
  • Demonstrated experience supporting both field-based and corporate workforces.
  • Experience operating in a multi-state employment environment.
  • Working knowledge of FLSA, FMLA, ADA, EEO/EEOC requirements, wage-and-hour principles, and core federal employment law requirements.
  • Experience navigating state-specific employment requirements and reco

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