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Remote Employee Relations Jobs in Iowa (NOW HIRING)

All JobsEmployee Relations JobsRemote Employee Relations JobsRemote Employee Relations Jobs in Iowa

Remote Employee Relations information

See Iowa salary details

$44.6K

$91.6K

$155K

How much do remote employee relations jobs pay per year?

As of Aug 26, 2026, the average yearly pay for remote employee relations in Iowa is $91,610.00, according to ZipRecruiter salary data. Most workers in this role earn between $63,900.00 and $109,000.00 per year, depending on experience, location, and employer.

What is a remote employee relations?

Remote employee relations jobs focus on providing remote HR or ER services for a company, especially as it applies to management and communication needs. In this role, you may conduct exit interviews for your organization, help support the staffing needs of each department, and ensure that benefit and support packages are enough to entice and motivate employees. Some employee relations jobs also involve counseling employees through personal problems, developing training schedules, and setting up employee activities. Employee relations jobs are often—but not always—part of an HR department. As a remote role, this job usually involves working from home, though some employee relations jobs instead involve a lot of travel to help set up events and activities.

How does a remote employee relations professional typically collaborate with HR teams and managers across different locations?

Remote Employee Relations professionals frequently coordinate with HR teams, managers, and employees through virtual meetings, emails, and collaboration platforms. They play a key role in resolving workplace issues, conducting investigations, and facilitating training sessions, often across multiple time zones. Effective communication and strong organizational skills are essential, as these professionals must ensure consistent policy application and support for all employees, regardless of location. Building trust and rapport remotely is a common challenge, but leveraging digital tools and regular check-ins helps foster positive working relationships.

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

To excel as a Remote Employee Relations Specialist, a solid background in human resources management, conflict resolution, and employment law is essential, often supported by a bachelor's degree in HR or a related field. Familiarity with HRIS platforms, case management systems, and communication tools like Zoom or Microsoft Teams is typically required. Exceptional interpersonal skills, discretion, and strong written and verbal communication are vital for building trust and resolving sensitive issues remotely. These competencies are crucial for effectively managing employee concerns, ensuring compliance, and fostering a positive virtual work environment.

What is the difference between Remote Employee Relations vs Remote HR Coordinator?

AspectRemote Employee RelationsRemote HR Coordinator
Primary FocusManaging employee relations, conflict resolution, engagementHandling HR administrative tasks, onboarding, record keeping
Required CredentialsHR certifications, strong communication skillsHR certifications, organizational skills
Work EnvironmentRemote, collaborative, employee-focusedRemote, administrative, process-oriented
Industry UsageHR departments, large organizationsHR departments, small to medium organizations

Remote Employee Relations specialists focus on maintaining positive employee relationships and resolving conflicts remotely, while Remote HR Coordinators handle administrative HR tasks. Both roles require HR certifications and are common in remote work environments, but their core responsibilities differ significantly.

More about Remote Employee Relations jobs

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

The most popular types of Employee Relations jobs in Iowa are:

What are popular job titles related to Remote Employee Relations jobs in Iowa?

For Remote Employee Relations jobs in Iowa, the most frequently searched job titles are:

What job categories do people searching Remote Employee Relations jobs in Iowa look for?

The top searched job categories for Remote Employee Relations jobs in Iowa are:

What cities in Iowa are hiring for Remote Employee Relations jobs?

Cities in Iowa with the most Remote Employee Relations job openings:

Remote Employee Relations jobs near you
Infographic showing various Remote Employee Relations job openings in Iowa as of August 2026, with employment types broken down into 2% As Needed, 74% Full Time, 20% Part Time, 3% Contract, and 1% Nights. Highlights an 96% Physical, 2% Hybrid, and 2% Remote job distribution, with an average salary of $91,610 per year, or $44 per hour.

Human Resources Business Partner

Cedar Rapids, IA • Remote

Modaxo, Inc.
See more jobs at Modaxo, Inc.external

Full-time

Re-posted 17 days ago

Job description

Job Summary:

The Human Resources Business Partner (HRBP) serves as a strategic and trusted partner to the leaders and employees of TransTrack and Momentm. This role goes beyond day-to-day HR administration - the HRBP is a key advisor and coach to people leaders at all levels, bringing genuine empathy, business insight, and a deep commitment to developing people at every level.
The ideal candidate leads with heart and acts with intention - someone who listens deeply, fosters trust across the organization, and is energized by helping employees and leaders grow. They proactively anticipate HR-related needs and partner with the broader HR team to design and implement value-added solutions that support business objectives across both business units.
This role is the trusted HR partner for TransTrack and Momentm across all aspects of HR including employee relations, recruitment/staffing, compensation, talent reviews, organization design, resource planning, learning and career development, and the talent management process.The role is a remote position that does require some travel.
This role reports directly to the General Manager.

Job Description:

Duties/Responsibilities:

  • Serve as the subject matter expert on all Human Resources policies, including guidance, development, interpretation, and application across TransTrack and Momentm.
  • Act as a key strategic partner and trusted advisor to people leaders across both business units, demonstrating empathy and sound judgment across all aspects of HR: employee relations, talent management, organizational design, workforce planning, Leave of Absence benefits, and change management.
  • Champion a coaching culture - actively coach and develop people leaders and individual contributors at all levels, helping them grow professionally and navigate challenges with confidence.
  • Assist the Group VP, Human Resources with business unit restructures, organizational design initiatives, and workforce planning efforts for TransTrack and Momentm.
  • Manage and resolve complex employee relations issues, including conducting thorough, objective investigations and advising people leaders on sensitive matters (e.g., harassment, discrimination, performance management, and terminations).
  • Promote a culture of diversity, equity, inclusion and belonging in the workplace.
  • Process and administer USA/CANADA employee leaves of absences (short-term disability, state leave, FMLA, etc.) while ensuring accuracy and compliance.
  • Support organizational change initiatives and HR-related projects, working cross-functionally as required.
  • Maintain in-depth knowledge of employment legislation and regulatory requirements to ensure compliance and mitigate legal risk (U.S. regulations required; Canadian knowledge is a plus).
  • Partner with people leaders on talent management activities, including performance management, succession planning, and development planning for key talent.
  • Create and execute a business-wide training needs assessment; design, facilitate, and evaluate training programs for employees and people leaders across TransTrack and Momentm.
  • Provide expertise in employee engagement and development by establishing and updating programs, policies, procedures, and tools.
  • Collaborate with the broader HR Portfolio team to support HR projects, HRIS management, and continuous improvement initiatives.
  • Collaborate with the Talent Acquisition team to ensure effective and timely recruitment.
  • Build strong, collaborative relationships with people leaders and employees to improve engagement, morale, productivity, and retention.
  • Ensure adherence to internal policies, procedures, and documentation standards.
  • Other duties as assigned.

Required Skills/Abilities:

  • Strong business acumen and analytical skills, with the ability to design or improve HR processes and apply metrics to inform decisions.
  • Demonstrated empathy and emotional intelligence - the ability to connect with employees and leaders at all levels, understand their perspectives, and navigate sensitive situations with care and discretion.
  • Genuine passion for coaching and developing people, with a track record of helping employees and leaders grow across all levels of an organization.
  • Excellent consulting, influencing, and relationship-building skills; able to earn trust quickly and act as a credible strategic partner to senior leaders.
  • Strong understanding of U.S. employment law; Canadian employment law knowledge is an asset.
  • Strong technical acumen with experience supporting employees in software and hardware environments.
  • Ability to manage multiple priorities and complex projects using sound business judgment.
  • Excellent verbal and written communication skills.
  • Team-oriented, customer-focused mindset with a positive and professional attitude.
  • High level of integrity, adaptability, commitment, and performance standards.
  • Strong organizational, time management, and problem-solving skills.
  • Proficient in Microsoft Office Suite and related software(s).

Education and Experience:

  • Minimum of four (4) years working knowledge of multiple human resource disciplines.
  • Progressive experience serving as an HR Generalist or HRBP, supporting people managers and employees across multiple HR disciplines.
  • Minimum of two (2) years' experience of working with HRIS systems (Workday preferred) to support employee data management, reporting and process improvements.
  • Experience supporting or leading talent management processes, including performance management cycles, succession planning and professional development planning.
  • Preference will be given to those with experience in supporting HR practices and compliance in both the US and Canadian employment environments.
  • Professional Human Resources (HR) Certification such as PHR or SPHR is preferred.
  • Post-secondary education in the area of Human Resources, Business Administration, or related field and/or equivalent combination of education/experience. In lieu of degree, an additional 1 year in an HR related role will be accepted.

Physical Requirements:

  • Ability to travel to within the US or Canada for team meetings at minimum, once a quarter.
  • Prolonged periods sitting at a desk and working on a computer/laptop.
  • Ability to travel up to 25% of the time (including domestic and international), sometimes for extended periods, which may involve sitting during transit and walking at various locations.
  • Must be able to lift up to 10 pounds at a time.
  • Must be able to handle high utilization of hand and wrist dexterity.

Disclaimers:

  • All job requirements are subject to possible revision to reflect changes in the position requirements or to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a threat or risk to the health and safety of themselves or other employees.
  • This job description in no way states or implies that these are the only duties to which will be required in this position. Employees will be required to follow other job-related duties as requested by their supervisor/manager (within guidelines and compliance with Federal and State Laws). Continued employment remains on an "at-will" basis

Worker Type:

Regular

Number of Openings Available:

1

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