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Manager Risk Manager Jobs in Montana (NOW HIRING)

Relativity

Senior Employee Relations Partner

Billings, MT · On-site

$112K - $168K/yr

Partner closely with Legal to manage risk, escalation thresholds, and compliance requirements * Ensure consistent application of policies globally, accounting for regional legal and cultural ...

Morgan Stanley

Branch Manager, Producing

Billings, MT · On-site

The Producing Branch Managers primary focus is to drive revenue, and manage risk within their branch and to continue to build a book of business. Job functions also include maintaining a superior and ...

Zoot Enterprises

Project Manager

Bozeman, MT · On-site

... Manage risk, opportunity and interdependence across assigned projects. • Establish project performance metrics that support project health checks to ensure delivery in line with established ...

Indeed

Senior Insurance Analyst

Helena, MT · On-site

Maintain and update risk management documentation (e.g., certificates of insurance, local policies) to ensure accuracy and consistency across entities. * Partner with Finance to ensure premium ...

Amgen

Strategic Sourcing Manager

Billings, MT · On-site

$127K - $164K/yr

Lead global sourcing initiatives focused on cost optimization, supplier performance, and risk management. * Manage end-to-end supplier selection, negotiations, contracting, and relationship ...

Sibelco

Lead risk management, incident investigations and continuous improvement initiatives * Navigate ambiguity, translating complex regulations into practical solutions * Drive performance through data ...

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Manager Risk Manager information

What does a risk manager do?

A Manager Risk Manager is responsible for identifying, assessing, and mitigating potential risks that could impact an organization’s operations, reputation, or profitability. They develop risk management strategies, policies, and procedures to minimize financial losses and ensure compliance with regulations. Additionally, they often lead a team of risk professionals, provide training, and work with other departments to implement effective risk controls.

What are some common challenges faced by a risk manager when implementing risk management frameworks across different departments?

A Manager Risk Manager often encounters challenges such as varying levels of risk awareness and compliance among departments, resistance to change, and difficulty in standardizing processes. Coordinating efforts across teams with different priorities requires strong communication and negotiation skills. Additionally, keeping up with evolving regulations and ensuring all teams are adequately trained to identify and mitigate risks is an ongoing responsibility. Addressing these challenges typically involves building strong relationships, providing targeted training, and regularly reviewing risk management processes for effectiveness.

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

To thrive as a Risk Manager, you need strong analytical skills, a solid understanding of risk assessment methodologies, and typically a degree in finance, business, or a related field. Familiarity with risk management software, regulatory compliance frameworks, and certifications such as FRM or CRM are commonly required. Excellent communication, decision-making, and leadership abilities help you collaborate across departments and guide risk mitigation strategies. These skills and qualifications are vital for proactively identifying threats and ensuring the organization's stability and compliance.

What is the difference between Manager Risk Manager vs Risk Analyst?

AspectManager Risk ManagerRisk Analyst
CredentialsCertifications like FRM, CRM, or CPA often preferredSimilar certifications may be beneficial but less required
Work EnvironmentOversees risk management teams, develops strategies, and manages risk policiesAnalyzes data, assesses risks, and supports risk management decisions
Employer & Industry UsageCommon in finance, insurance, and corporate sectorsUsed across finance, banking, and consulting firms

The Manager Risk Manager typically leads risk management efforts, develops policies, and manages teams, requiring advanced certifications and leadership skills. In contrast, the Risk Analyst focuses on data analysis, risk assessment, and supporting risk strategies. Both roles are vital in risk management but differ in scope, responsibilities, and seniority.

Do risk managers make good money?

Risk managers typically earn competitive salaries that vary based on experience, industry, and location. According to industry data, median annual pay ranges from $80,000 to over $130,000, with senior roles and certifications like FRM or CRM often commanding higher compensation. The role requires strong analytical skills and knowledge of risk assessment tools.

How much do risk managers earn?

Risk managers typically earn a median annual salary of around $100,000, with salaries ranging from approximately $70,000 to over $150,000 depending on experience, industry, and location. Advanced certifications like the FRM or CRM can also influence earning potential.

What cities in Montana are hiring for Manager Risk Manager jobs?

Cities in Montana with the most Manager Risk Manager job openings:

Manager Risk Manager jobs near you

Senior Employee Relations Partner

Relativity

Billings, MT • On-site

$112K - $168K/yr

Other

Re-posted 12 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

Apply