Employee Relations And Workplace Strategy Partner

Essential Duties & Responsibilities:

Employee Experience Strategy & Business Partnership

• Serves as a trusted advisor to management, providing expert guidance on people practices, policy interpretation, and employment law to ensure compliance, mitigate organizational risk, and support business priorities.
• Proactively identifies and leads initiatives that enhance organizational and employee experience by aligning strategy, structure, people, rewards, metrics, and management practices.
• Partners with senior leadership to design and implement workforce realignment strategies, ensuring effective deployment of talent and alignment with evolving business needs.
• Analyzes talent and workforce data to evaluate program effectiveness and provides insights and recommendations to strengthen employee experience and organizational performance.

Employee Relations & Workplace Experience

• Applies advanced HR judgment to support resolution of complex workplace issues, providing balanced counsel, practical recommendations, and collaborative problem-solving to employees and leaders.
• Advises managers on employee development, performance management, and disciplinary matters, identifying risk and recommending fair, compliant, and consistent solutions
• Serves as a key point of contact for employees, responding to inquiries and concerns, interpreting policies, and resolving workplace issues to ensure a positive and consistent employee experience.
• Collects and analyzes employee feedback through interviews and engagement discussions to identify trends, assess workplace climate, and recommend targeted experience and culture improvements.

Talent Management & Performance Experience

• Oversees the design, implementation, and continuous improvement of enterprise-wide performance management and appraisal programs, ensuring alignment with organizational goals and employee experience principles.
• Manages the development and maintenance of company-wide job descriptions and employee handbooks, including state-specific versions, ensuring clarity, consistency, and compliance with federal, state, and local regulations.

Employee Lifecycle & Workplace Compliance

• Oversees employee separation processes and represents the organization in unemployment insurance claims, including hearings and appeals, ensuring accurate case management and compliance with regulations.
• Leads exit interview processes and develops comprehensive turnover and retention analyses to identify trends and inform employee experience and engagement strategies.
• Directs personnel records management to ensure accuracy, confidentiality, and compliance with legal and regulatory retention requirements.
• Manages leave of absence processes by advising employees on eligibility and requirements, coordinating documentation, and ensuring compliance with policy and legal standards while communicating leave status and return-to-work timelines to leadership.

Global Mobility & Employee Support Programs

• Partners with HR Generalists and the parent organization to manage immigration and expatriate programs, serving as a key resource for employees on visa and travel requirements and coordinating with external counsel to ensure compliant and seamless global mobility experiences.

Learning, Development & Leadership Enablement

• Designs and facilitates management training programs and oversees external learning partnerships, ensuring leadership development initiatives strengthen organizational capability and enhance the employee experience.
• Review, administer, and oversee company-wide HR training programs to ensure effectiveness, compliance, and alignment with organizational objectives.

Employee Accommodations & Legal Compliance

• Manages the review and assessment of employee accommodation requests, partnering with leaders to evaluate feasibility and ensure compliant, equitable workplace solutions that support employee needs and operational requirements.
• Develops detailed case analyses and supporting documentation to support consultation with legal counsel on employment matters, ensuring accuracy, completeness, and effective risk mitigation.

Assists in new hire and termination activities.

Participates in projects as assigned.

Education and/or Experience:

• Bachelor's degree from four-year college or university required;
• Minimum 5 years related experience in Human Resources plus 2-5 years employee relations experience required, including workplace investigations, resolving concerns and conflicts and providing advice to management
• PHR preferred.
• To perform this job successfully, an individual should have knowledge of Human Resource systems; Payroll systems; Spreadsheet software and Word Processing software
• Ability to read and interpret documents such as policy and procedure manuals and government publications. Ability to write reports and correspondence. Ability to speak effectively before employees of organization.
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions
• Up to 20% travel.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

We offer an extensive benefit and compensation package that includes medical, dental, vision, FSA, 401k, PTO, life and disability insurance, as well as a comprehensive leave program. Pay anticipated for this position in New Jersey is from $85,000-$95,000, depending on a number of factors. This role is also anticipated to be eligible to participate in a bonus plan and an automobile plan which are associated with this position. In the ordinary course of business, compensation and benefits programs may change based upon the Company's needs.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.