HR Employee Relations Manager Job Description
An HR Employee Relations Manager (HRERM) helps management and the employees in an organization understand each other and work better together.
Working within the human resources environment, an HR Employee Relations Manager smooths relations within the organization and ensures that lines of communication between management and staff always remain open.
The role is pivotal to the continued success of an organization, and successful HR Employee Relations Managers often advance into senior HR management roles.
Similar Job Titles:
An HR Employee Relations Manager enables and facilitates communication and employee relations in an organization, and acts as the go-to person for any HR-related issues, concerns, and complaints.
The role involves:
- Developing and implementing an Employee Relations Program
- Designing HR policies and procedures
- Resolving work conflicts and grievances
- Addressing employee-raised issues and concerns
- Advising departmental managers
- Running negotiations with employee representatives
- Advising senior management
An Employee Relations Program formalizes the dialog between management and staff and ensures that both sides are heard.
An HR Employee Relations Manager draws up a plan to set out the ground rules for dialog, stipulate the frequency of meetings, set the basic agenda for each meeting, and clarify roles on either side. The plan is mutually binding, and an HR Employee Relations Manager may have to negotiate with management and staff to achieve consensus before the plan is agreed on.
The plan sets the framework for fair communication between the two sides of the organization.
In collaboration with Departmental Heads, the HR Manager, and all other stakeholders, an HR Employee Relations Manager designs policies and procedures that ensure the organization can function safely, fairly, and equitably for all employees.
Having designed all the necessary policies, an HR Employee Relations Manager makes sure that the policy documents are distributed to everybody and are understood.
In some instances, training courses are required to explain new or unfamiliar policies and procedures. Under these circumstances, an HR Employee Relations Manager organizes training and ensures all stakeholders attend.
Conflict within an organization can be highly disruptive and damaging. An HR Employee Relations Manager is the first point of contact to mediate in and resolve conflict in the organization, and the challenge is to achieve resolution as quickly, fairly, and satisfactorily as possible.
This role requires skill in conflict resolution and mediation, and an HR Employee Relations Manager must be trained to handle conflict situations logically and dispassionately.
Whether or not they are justified, an HR Employee Relations Manager treats all concerns or issues raised by employees with diligence and care, making sure the issues are heard and that the employees are given a voice.
It is crucial to ensure the employees feel represented, while it is equally important to uphold the needs of the organization. Both sides should feel they can trust an HR Employee Relations Manager.
Changes to organizational structure, work practices, or employment terms and conditions may cause unease in an organization. An HR Employee Relations Manager advises Departmental Managers on how to handle such changes with as little disruption as possible.
If necessary, Departmental Managers call on an HR Employee Relations Manager to mediate during the change process, the key role being to ensure that all stakeholders are kept abreast of all the facts as they become known. The trust relationship between employees, management, and an HR Employee Relations Manager is pivotal in minimizing conflict during change processes.
Negotiations with unions, work councils, or other employee representative bodies require skill, patience, and collaboration to ensure a win-win is achieved. Successful HR Employee Relations Managers often lead such negotiations and must balance organizational needs with the demands of the employees’ representatives.
The trust relationship between all the stakeholders and an HR Employee Relations Manager, as well as the HRERM’s negotiation skill, is crucial in achieving a mutually satisfactory outcome.
In addition to advising Departmental Heads on employee-related matters, an HR Employee Relations Manager also consults with senior management on strategic plans that could affect relations with the workforce.
Representing the voice of the employees, an HR Employee Relations Manager provides valuable insight to help senior management make decisions that will cause the least possible pushback from staff while achieving the organization’s aims.
Roles an HR Employee Relations Manager Typically Collaborates With
An HR Employee Relations Manager is closely linked with the following roles:
|HR Director||Compensation and Benefits Manager||HR Executive|
|Benefits Manager||HR Development Manager||HR Operations Manager|
|HR Strategist||Senior HR Business Partner||HR Compliance Specialist|
In the U.S., an HR Employee Relations Manager will earn between $97,000 and $128,000 annually. The median is around $109,373.
An HR Employee Relations Manager’ average salary varies by location as follows:
|San Francisco, CA||$136,716|
|New York, NY||$131,576|
Experience affects an HR Employee Relations Manager’ salary as follows:
|Experience Level||Average Salary|
|< 1 year||$104,781|
[Company] is proud of its record of strong relations between all levels of the company. We want this record to be maintained and are looking for an expert HR Employee Relations Manager to smooth our path into the future.
We are looking for an expert mediator, partner, and negotiator who can ensure everyone in the organization is represented fairly.
The role is challenging, but the right candidate will find it exciting and rewarding.
Your job as an HR Employee Relations Manager will involve:
- Implementing an employee relations program
- Developing company policies
- Managing employee grievances
- Negotiating with employee representatives
- Ensuring fair and balanced input into company strategy
We are looking for:
- Bachelor’s degree in HR, Employee Relations, or Conflict Management
- At least five years’ experience in Employee Relations
- Expert conflict resolution skills
- Excellent written and oral communication skills
- Proven negotiating expertise
- Strong leadership abilities
- Impeccable trustworthiness and discretion
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