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Manager Employee Relations Disney Jobs in Reston, VA

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$49.4K

$101.5K

$171.7K

How much do manager employee relations disney jobs pay per year?

As of Aug 21, 2026, the average yearly pay for manager employee relations disney in Reston, VA is $101,470.00, according to ZipRecruiter salary data. Most workers in this role earn between $70,700.00 and $120,700.00 per year, depending on experience, location, and employer.

What does a manager of employee relations at Disney do?

A Manager, Employee Relations at Disney is responsible for overseeing workplace relationships and ensuring a positive and productive environment for employees. They handle employee concerns, mediate conflicts, provide guidance on company policies, and ensure compliance with labor laws. This role often involves working closely with human resources, leadership, and employees to resolve workplace issues and promote fair practices. Ultimately, their goal is to foster a culture of respect, inclusivity, and engagement within the organization.

How does a manager of employee relations at Disney typically collaborate with other departments to resolve workplace issues?

As a Manager of Employee Relations at Disney, you will frequently partner with HR Business Partners, Legal, and department leaders to address workplace concerns and ensure fair, consistent handling of employee matters. This collaboration involves participating in investigations, advising on policy interpretation, and facilitating conflict resolution. Open communication and strong relationship-building skills are essential, as you'll serve as a bridge between employees, management, and various support functions to foster a positive and compliant work environment.

What are the key skills and qualifications needed to thrive as a manager of employee relations at Disney, and why are they important?

To thrive as a Manager, Employee Relations at Disney, you need a deep understanding of labor laws, conflict resolution, and HR best practices, typically supported by a bachelor's degree in human resources or a related field. Familiarity with HRIS systems, case management tools, and workplace investigation protocols is essential. Exceptional communication, problem-solving, and interpersonal skills are crucial for building trust and effectively handling sensitive employee issues. These skills ensure fair resolution of workplace matters, support a positive organizational culture, and help mitigate legal risks for the company.

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Manager Employee Relations Disney jobs near you
Infographic showing various Manager Employee Relations Disney job openings in Reston, VA as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 18% Part Time, 4% Contract, and 1% Nights. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $101,470 per year, or $48.8 per hour.

Senior Employee Relations Partner

Relativity

Washington, DC • On-site, Remote

$112K - $168K/yr

Full-time

Re-posted 7 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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