The Employee Relations (ER) Manager is an individual contributor and subject matter expert responsible for independently managing the full spectrum of employee relations activity at WellBe Senior Medical. Reporting directly to the SVP of HR & Employment Law, this role serves as the primary ER resource and right-hand partner to the SVP — absorbing complex investigations, ADA/leave administration, and compliance matters so the SVP can focus on enterprise priorities. The ER Manager also functions as the first-line escalation point and coach for three HR Business Partners, building ER capability across the team and ensuring that routine ER matters are resolved without SVP involvement. This role requires a practitioner with deep employment law fluency, disciplined process thinking, and the credibility to influence business leaders and HR peers alike.Job DescriptionEssential Duties and ResponsibilitiesEmployee Relations InvestigationsLead all ER investigations end-to-end, from intake through documented resolution, with minimal SVP involvement on routine matters.Conduct structured investigative interviews; assess credibility, weigh conflicting accounts, and apply a consistent evidentiary standard.Prepare concise, legally defensible investigation summaries with clear findings and recommended outcomes for SVP review.Maintain a centralized investigation tracker to monitor open matters, enforce timeliness standards, and surface trends.Serve as the organization’s point of contact for external regulatory inquiries (EEOC charges, state agency complaints) in partnership with legal counsel and the SVP.Accommodations – ADA / FMLAManage the full ADA interactive process from intake through final resolution, including accommodation assessment, undue hardship analysis, and written determination.Maintain accommodation logs and ensure all decisions are consistently documented and legally defensible.Advise HRBPs and managers on day-to-day leave and accommodation questions, escalating only matters that require SVP or legal input.Team Capability BuildingServe as the first-line ER escalation resource for the three HR Business Partners, ensuring ER questions are resolved at this role and do not require SVP intervention.Provide real-time coaching to HRBPs on ER process, employment law application, documentation standards, and manager communication.Build and maintain an ER toolkit: investigation templates, intake forms, accommodation workflows, decision trees, and manager guidance documents.Deliver periodic ER training to HRBPs and people managers on topics including harassment prevention, documentation best practices, and performance management.Process & ComplianceAuthor, maintain, and operationalize ER-related policies, standard operating procedures, and employee-facing guidance documents.Monitor ER trends and case data; prepare quarterly ER reporting for the SVP and CHRO.Ensure ongoing compliance with applicable federal and state employment laws in a healthcare/medical services environment, including EEOC regulations and state-specific accommodation and leave law.Stay current on EEOC guidance, state employment law developments, and ER best practices; proactively brief the SVP on changes with legal or operational impact.Draft EEOC Position Statements and Responses to federal and state authorities and agencies.Partner with SVP Human Resources and Employment Law on matters involving litigation risk, settlement, or regulatory agency response.Vendor ManagementManage relationships with HR-related third-party vendors (e.g., ATS, HRISs) in coordination with the SVP and Talent Acquisition.Establish and maintain regular communication cadences with vendors (weekly, bi-weekly, or quarterly) to ensure service delivery and engagement standards are met.Review and approve vendor invoices for accuracy and submit for timely payment via Bill.com in coordination with Accounts Payable.Job RequirementsEducation: Bachelor’s degree in Human Resources, Business Administration, Industrial/Labor Relations, or a related field required. Master’s degree or JD (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.Experience: 5–10 years of progressive Human Resources experience with a significant and demonstrated focus on employee relations, including independently conducting complex workplace investigations (harassment, discrimination, retaliation, misconduct) from intake through resolution, managing ADA accommodations and advising HR Business Partners and business leaders on ER matters and employment law application. Healthcare or other highly regulated industry experience preferred.Skills: Deep knowledge of federal and state employment law (ADA, FMLA, Title VII, ADEA, EEOC regulations); credibility assessment and investigative interviewing; exceptional written communication and documentation; strong process and SOP development; ability to work independently and manage concurrent priorities; coaching and influencing skills with HR peers and business leaders; proficiency with HRIS and case management tools.Certifications/Licenses: PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.Physical and Mental RequirementsPrimarily sedentary role; must be able to sit and work at a computer for extended periods.Must be able to manage high cognitive load: simultaneously tracking multiple open investigations, deadlines, and documentation requirements.Ability to maintain composure and objectivity when handling sensitive, emotionally charged, or high-stakes matters.Visual acuity and fine motor skills sufficient for detailed documentation and computer-based work.Occasional travel to company locations may be required.Work EnvironmentThis role operates within a matrixed HR team structure reporting directly to the SVP of HR & Employment Law, with regular collaboration across HR Business Partners, HR Operations, and people managers throughout the organization.Remote / HybridOccasional travel to company or field locations may be required; no clinical setting requirements.On-call availability may be required for time-sensitive investigation matters.No patient location travel is required for this role.Sponsorship StatementWellBe does not offer employment-based visa sponsorship for this position. Applicants must be legally authorized to work in the United States without the need for employer sponsorship now or in the future.Pay Transparency StatementCompensation for this position will be disclosed in accordance with applicable state and local pay transparency laws.Drug Screening Requirement: As a condition of employment, WellBe Senior Medical requires all candidates to successfully complete a pre-employment drug screening. Ongoing employment may also be contingent upon compliance with the company’s Drug-Free Workplace Policy, which includes random, post-accident, and reasonable suspicion drug testing. The company reserves the right to test for substances that may impair an employee’s ability to safely and effectively perform their job duties.Background Check StatementEmployment is contingent upon successful completion of a background check, as permitted by law. As a healthcare organization, WellBe conducts monthly FACIS (Fraud and Abuse Control Information System) checks on all employees. Continued employment is contingent upon satisfactory results of these checks, in accordance with applicable laws and regulations.Equal Employment Opportunity (EEO) StatementWellBe is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other legally protected status.Americans with Disabilities ActWellBe Senior Medical is committed to complying with the Americans with Disabilities Act (ADA) and applicable state and local laws. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the job. If you require an accommodation during the application, interview or employment process, please contact Human Resources at HRPeopleLine@wellbe.comAt-Will Employment StatementEmployment with WellBe is at-will unless otherwise specified by contract. This job description does not constitute an employment contract.DisclaimerThis job description is intended to describe the general nature and level of work performed. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required. Management reserves the right to modify, add, or remove duties as necessary.
