Associate Director, Employee Relations & Compliance

Overview

Texas Oncology is looking for a n experienced Associate Director, Employee Relations to join our team! This is an exciting opportunity for a strategic, collaborative HR leader who thrives in a complex, matrixed healthcare organization and is passionate about building strong partnerships, navigating complex employee relations matters, and fostering a postive workplace culture.

dfdffe Healthcare Experience within a matrixed organizational structure is required . Location: Candidates must currently reside in the Dallas/Fort Worth metroplex to attend in-person meetings as needed. Relocation assistance is not available. Texas Oncology is the largest community oncology provider in the country and has approximately 600+ providers in 220+ sites across Texas and southeastern Oklahoma.

Our founders pioneered community-based cancer care because they believed in making the best available cancer care accessible to all communities, allowing people to fight cancer at home with the critical support of family and friends nearby. Our mission is still the same today - at Texas Oncology, we use leading-edge technology and research to deliver high-quality, high-touch, evidence-based cancer care to help our patients achieve “More breakthroughs .

More victories.” ® in their fight against cancer. Today, Texas Oncology treats half of all Texans diagnosed with cancer on an annual basis. Why work for us? Come join our team that is responsible for helping lead Texas Oncology in treating more patient diagnosed with cancer than any other provider in Texas. We offer our employees a competitive benefits package that includes Medical, Dental, Vision, Life Insurance, Short-term and Long-term disability coverage, a generous PTO program, a 401k plan that comes with a company match, a Wellness program that rewards you practicing a healthy lifestyle, and lots of other great perks such as Tuition Reimbursement, an Employee Assistance program and discounts on some of your favorite retailers.

Join a Team That Invests in Your Future At Texas Oncology, we recognize the long-term impact of our people and are committed to rewarding performance and potential. That’s why select roles may be eligible to participate in our Long-Term Incentive Plan (LTIP): an incentive program designed to attract, retain , and reward top talent.

What is the Long-Term Incentive Plan (LTIP)? Long-Term Incentive Plan (LTIP): is an incentive program that typically vests over a three-year period and is tied to both individual performance and the operational success of Texas Oncology. Awards are discretionary and based on your position, performance, and potential for future career growth at Texas Oncology.

Awards are reviewed and approved during the annual compensation review. LTIP awards are subject to your continued employment through the award payment date and are governed by the written terms and conditions of the LTIP document. What does the Associate Director, Employee Relations do? A s an Associate Director, you'll provide senior-level oversight of ER strategy, own escalations for the most complex and sensitive matters, and serve as a trusted, strat3egic advisor to Legal and senior HR leadership on organization risk.

You'll lead a team of 5-6 direct reports shaping how the business understands and responds to risk.

Responsibilities

The essential duties and responsibilities (including but not limited to): Lead Employee Relations projects and cross-functional initiatives from planning through implementation, driving stakeholder alignment, timely execution, and sustainable outcomes, while developing and maintaining the ER policies and procedures that guide the organization.

Own the organization's ER risk and compliance posture, evaluating exposure across cases and regions, advising leadership on risk appetite, and ensuring decisions are executed in ways that are legal, compliant, and appropriately risk-aware rather than risk-averse. Serve as a strategic advisor to senior business and HR leaders on ER risk, workplace conduct, and the people implications of organizational change, including restructuring and workforce reductions, ensuring fair and compliant execution.

Own the primary point of escalation for complex, sensitive, or high-risk ER matters, researching and resolving employee concerns and grievances, and partnering with Legal, Compliance, Leave, and Security as needed. Ensure ER practices, investigations, and employment actions align with company policy and employment law, maintaining investigation standards, playbooks, and confidential documentation that support audit readiness and defensible decisions.

Analyze ER case data and workforce trends to surface patterns, then translate those insights into prevention strategies, leader education, policy enhancements, and smarter resource allocation, while establishing the metrics and quality standards used to track risk and consistency. Build ER capability across HR and leadership through coaching on investigations, performance management, corrective action, and respectful workplace practices.

Lead, develop, and support a team of 5–6 ER professionals, fully accountable for hiring, performance management, and engagement, while translating organizational strategy into clear team goals.

Qualifications

Required 7+ years of professional HR experience, including 2+ years in a supervisory or management role. A strong risk and compliance background , including prior experience in HR with a focus on compliance, risk, and/or employee relations. Healthcare industry experience strongly preferred. Experience operating in a matrixed organization, with the ability to build credibility and hit the ground running Progressive employee relations experience, including leading complex, sensitive workplace investigations.

Strong working knowledge of federal, state, and local employment law and its practical application to ER matters. Sound judgment and discretion in handling highly confidential information. Preferred Professional HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) or an ER/investigations certification. Experience using ER case management systems and translating case data into program improvements.

Physical Demands: 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. While performing the duties of this job, the employee is regularly required to sit and use hands to finger, handle, or feel.

The employee is occasionally required to stand, walk, and reach with hands and arms. The employee must occasionally lift and/or move up to 40 pounds. Requires vision and hearing corrected to normal ranges. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is performed in an office environment and requires frequent interaction with corporate and field staff. Work may require travel by air or automobile approximately 40% of the time. The essential duties and responsibilities (including but not limited to): Lead Employee Relations projects and cross-functional initiatives from planning through implementation, driving stakeholder alignment, timely execution, and sustainable outcomes, while developing and maintaining the ER policies and procedures that guide the organization.

Own the organization's ER risk and compliance posture, evaluating exposure across cases and regions, advising leadership on risk appetite, and ensuring decisions are executed in ways that are legal, compliant, and appropriately risk-aware rather than risk-averse. Serve as a strategic advisor to senior business and HR leaders on ER risk, workplace conduct, and the people implications of organizational change, including restructuring and workforce reductions, ensuring fair and compliant execution.

Own the primary point of escalation for complex, sensitive, or high-risk ER matters, researching and resolving employee concerns and grievances, and partnering with Legal, Compliance, Leave, and Security as needed. Ensure ER practices, investigations, and employment actions align with company policy and employment law, maintaining investigation standards, playbooks, and confidential documentation that support audit readiness and defensible decisions.

Analyze ER case data and workforce trends to surface patterns, then translate those insights into prevention strategies, leader education, policy enhancements, and smarter resource allocation, while establishing the metrics and quality standards used to track risk and consistency. Build ER capability across HR and leadership through coaching on investigations, performance management, corrective action, and respectful workplace practices.

Lead, develop, and support a team of 5–6 ER professionals, fully accountable for hiring, performance management, and engagement, while translating organizational strategy into clear team goals.

What You'll Bring

Required 7+ years of professional HR experience, including 2+ years in a supervisory or management role. A strong risk and compliance background , including prior experience in HR with a focus on compliance, risk, and/or employee relations. Healthcare industry experience strongly preferred. Experience operating in a matrixed organization, with the ability to build credibility and hit the ground running Progressive employee relations experience, including leading complex, sensitive workplace investigations.

Strong working knowledge of federal, state, and local employment law and its practical application to ER matters. Sound judgment and discretion in handling highly confidential information. Preferred Professional HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) or an ER/investigations certification. Experience using ER case management systems and translating case data into program improvements.

Physical Demands: 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. While performing the duties of this job, the employee is regularly required to sit and use hands to finger, handle, or feel.

The employee is occasionally required to stand, walk, and reach with hands and arms. The employee must occasionally lift and/or move up to 40 pounds. Requires vision and hearing corrected to normal ranges. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is performed in an office environment and requires frequent interaction with corporate and field staff. Work may require travel by air or automobile approximately 40% of the time.