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Key Employee Jobs (NOW HIRING)

M&T Bank

Employee Relations Program Manager

Buffalo, NY · On-site

$89K - $149K/yr

Provides day-to-day oversight and coordination of key Employee Relations (ER) programs with enterprise-wide impact, including but not limited to, workplace accommodations and workforce restructures.

M&T Bank

Employee Relations Program Manager

Buffalo, NY · On-site

$89K - $149K/yr

Provides day-to-day oversight and coordination of key Employee Relations (ER) programs with enterprise-wide impact, including but not limited to, workplace accommodations and workforce restructures.

UKG, Inc.

Employee Communications, Change Management Lead

$29K - $29K/yr

Identify key employee moments throughout a change initiative and develop communications that support understanding and action at each stage. * Help establish feedback loops that surface employee ...

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As of Sep 11, 2026, the average hourly pay for key employee in the United States is $14.30, according to ZipRecruiter salary data. Most workers in this role earn between $13.22 and $15.14 per hour, depending on experience, location, and employer.

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A key employee is an individual who holds a critical position within a company and has significant influence over its operations, finances, or decision-making processes. Typically, key employees are executives, managers, or specialists whose skills or leadership are essential to the company’s success. In contexts like employee benefits or insurance, the term may have specific definitions, such as someone who owns a certain percentage of the business or earns above a set salary threshold. Identifying key employees is important for succession planning, regulatory compliance, and risk management.

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

To excel as a Key Employee, you should possess deep expertise in your field, a strong track record of performance, and relevant educational or professional qualifications. Familiarity with industry-specific tools, software platforms, and any required certifications is often necessary. Exceptional problem-solving, leadership, and communication skills help you stand out and drive organizational success. These competencies are vital because Key Employees play critical roles in achieving business objectives and sustaining the company's competitive advantage.

How does being a key employee impact day-to-day interactions with leadership and other departments?

As a Key Employee, you are likely to have frequent cross-departmental collaboration and direct communication with senior leadership. This role typically involves providing critical insights, supporting strategic decision-making, and acting as a liaison between upper management and various teams. You may be entrusted with confidential information and expected to influence company initiatives, making strong interpersonal and leadership skills essential. Day-to-day, you'll often juggle multiple priorities and serve as a go-to resource for both peers and executives.

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Key Employee jobs near you

Sr Manager, Employee Relations

Naperville, IL • On-site

KeHE Distributors, LLC
Transportation and Warehousing • 5 - 10K employees
Learn more about KeHE Distributors, LLCexternal

$97K - $142K/yr

Other

Medical, Dental, Vision, Life, Retirement, PTO

Posted 22 days ago

KeHE Distributors rating

6.9

Company rating: 6.9 out of 10

Based on 65 frontline employees who took The Breakroom Quiz

Job description

Why Work for KeHE?
  • Full-time
  • Pay Range: $97,350.00/Yr. - $142,659.00/Yr.
  • Shift Days: , Shift Time:
  • Benefits on Day 1
    • Health/Rx
    • Dental
    • Vision
    • Flexible and health spending accounts (FSA/HSA)
    • Supplemental life insurance
    • 401(k)
    • Paid time off
    • Paid sick time
    • Short term & long term disability coverage (STD/LTD)
    • Employee stock ownership (ESOP)
    • Holiday pay for company designated holidays

    Overview
    At KeHE, we're obsessed with creating solutions, unboxing potential, and serving others - and it all starts with you. As an employee-owned distributor of natural and organic, specialty, and fresh products, we're committed to making a positive impact and scaling our success together. With a culture that fosters development and opportunity, you'll be embarking on a career that's moving forward. When you join KeHE, you're becoming part of a team that is a force for good.
    Primary Responsibilities
    POSITION PURPOSE:
    The Senior Manager of Employee Relations builds and leads a team resolving complex employee relations issues, serving as the lead subject matter expert for California operations across union and non-union environments. This role oversees consultations, investigations, case management, and process standardization, while working to centralize the employee relations model. Working closely with internal teams, this role interprets policies and labor agreements, conducts investigations, and recommends proactive solutions to mitigate risk and support a positive workplace culture. Additionally, the role acts as a key thought partner in building a centralized Employee Relations Center of Excellence, driving scalable practices enterprise-wide. Success requires sound judgment, business acumen, and a practical approach to balancing organizational goals, employee experience, and risk.
    As with all positions at KeHE Distributors, we expect that all actions will be consistent with KeHE's Mission, Vision, and Values.
    Essential Functions
    DUTIES, TASKS AND RESPONSIBILITIES:
    Employee Relations Leadership & Program Development
    • Serve as a trusted advisor to HR and business leaders on complex employee relations matters, interpreting company policies, employment practices, and California employment law to balance employee experience, compliance, and business objectives.
    • Serve as a key employee relations resource for union and non-union operations, providing guidance on collective bargaining agreement interpretation, grievance management, disciplinary actions, investigations, and workplace concerns.
    • Partner with the HR Director to implement the employee relations operating model and centralized service delivery approach, supporting the ongoing development of a centralized Employee Relations Center of Excellence through process design, documentation, and standardization.
    • Establish and maintain case management, triage, and escalation protocols.
    • Analyze case trends and emerging workforce risks to develop recommendations for employee relations programs, processes, and proactive risk mitigation strategies that reduce organizational exposure.

    Employee Relations Operations and Centralization
    • Lead implementation of California employee relations operations within the centralized ER model, developing and maintaining intake, triage, escalation, investigation, and case management processes.
    • Consult and coach leaders and HR partners on employee relations issues, performance management, disciplinary actions, separations, documentation, and risk-conscious decision making.
    • Lead and oversee complex and sensitive workplace investigations involving allegations of harassment, discrimination, retaliation, workplace misconduct, accommodation concerns, and policy violations, ensuring investigations are conducted promptly, objectively, and consistently, with thorough case documentation and records.
    • Analyze employee relations trends and workforce insights to identify emerging themes, root causes, and opportunities for proactive intervention.
    • Evaluate employee relations matters for potential labor relations implications and recommend courses of action consistent with company policies, collective bargaining agreements, and applicable employment laws.
    • Partner with Legal on high-risk employee relations matters, claims, agency charges, and litigation support.
    • Champion continuous improvement of employee relations programs, tools, resources, and service delivery models, and develop and deliver training for HR partners and leaders on employee relations practices, investigations, documentation, and compliance requirements.
    • Other duties and projects as assigned.

    Minimum Requirements, Qualifications, Additional Skills, Aptitude
    SKILLS, KNOWLEDGE AND ABILITIES:
    • Deep knowledge of California employment laws and employee relations best practices.
    • Demonstrated experience influencing leaders and driving outcomes across a multi-site organization.
    • Strong investigation, conflict resolution, interviewing, and documentation skills.
    • Proficient in MS Excel (e.g. pivot tables and vlookups, etc.).
    • Ability to communicate effectively both verbally and in writing.
    • Ability to work successfully under pressure and handle multiple highly sensitive issues and competing priorities.
    • Ability to manage and lead a team to resolve employee relations issues.

    EDUCATION AND EXPERIENCE:
    • Bachelor's degree in Human Resources, Labor Relations or a related field.
    • 8+ years of progressive HR or Employee Relations experience.
    • 5+ years leading complex employee relations matters and workplace investigations.
    • Experience supporting employee relations in both union and non-union environments.
    • SHRM-SCP, SPHR, or equivalent certification preferred.
    • Experience with labor relations in distribution, manufacturing, transportation, logistics, or other operational workforce environments, including interpreting and applying collective bargaining agreements and supporting grievance investigations, disciplinary matters, and labor-management discussions, is preferred.
    • Experience implementing employee relations programs, processes, or shared service/support models, and utilizing employee relations case management systems, reporting tools, and workforce analytics, is preferred.

    PHYSICAL REQUIREMENTS:
    • These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job.

    Requisition ID
    2026-29920
    Equal Employer Opportunity Statement
    KeHE Distributors provides equal employment opportunities to all employees and applicants for employment and prohibits all forms of discrimination and harassment on the basis of race, color, religion or faith, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training as well as the administration of all Human Resources and Talent Acquisition processes.

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