Employee Relations Manager

Overview

Provides dedicated employee relations expertise and case-management capacity across VNS Health. Resolves routine and moderately complex employee relations matters efficiently and consistently, while ensuring that higher-risk or more complex matters are appropriately prepared and escalated to the relevant HR Business Partner, Vice President or Senior HRBP.

Takes primary responsibility for employee relations matters and will perform the initial fact-finding, interviews, documentation and investigation work for matters that may need consultation before engaging the appropriate senior HR partner. Combines strong employee relations expertise with practical judgment, disciplined case management, manager coaching, analytics and a commitment to a fair and respectful employee experience.

What We Provide Referral bonus opportunities Generous paid time off (PTO), starting at 3 0 days of paid time off and 9 company holidays Health insurance plan for you and your loved ones, Medical, Dental, Vision, Life and Disability Employer-matched retirement saving funds Personal and financial wellness programs Pre-tax flexible spending accounts (FSAs) for healthcare and dependent care Generous tuition reimbursement for qualifying degrees Opportunities for professional growth and career advancement Internal mobility, generous tuition reimbursement, CEU credits, and advancement opportunities What You Will Do: Owns and manages standard employee relations matters from intake through resolution, ensuring timely, consistent and well-documented outcomes.

Conducts fair, thorough and objective workplace investigations, including planning, interviews, evidence review, findings documentation and recommended next steps. For higher-risk matters, completes appropriate initial fact-finding, interviews and investigation preparation and engage the relevant HRBP, Vice President or Senior HRBP at the appropriate point.

Coaches managers on performance management, attendance, conduct, corrective action, policy application, documentation and effective employee conversations. Interprets HR policies and practices consistently while considering the facts, business context, employee experience and organizational risk. Partners with HRBPs, Legal, Compliance, Labor Relations and other stakeholders on sensitive, complex or potentially high-risk matters.

Partners with Health Services on the workplace accommodation process, including reviewing accommodation requests, supporting the interactive process, assessing appropriate next steps, and helping ensure timely, consistent and well-documented decisions. Engage the appropriate HRBP when an accommodation request involves broader employee relations, performance, operational, organizational or other business considerations.

Maintains accurate, timely and confidential case records and support consistent case-management practices and governance. Identifies recurring themes, root causes and hotspots across ER activity and use case data to recommend preventive actions, manager education or policy/process improvements. Develops practical tools, guidance and manager education that improve confidence and capability in addressing employee issues early and effectively.

Supports organizational changes, restructures and other workforce actions where employee relations expertise is required. Contributes to the evolution of ER processes, service standards and escalation protocols so that work is handled at the appropriate level and HRBP capacity is preserved for more strategic business partnership.

Uses digital tools and emerging AI-enabled capabilities responsibly to improve case management, knowledge access, consistency and efficiency while maintaining appropriate human judgment and governance. Participates in special projects and performs other duties as assigned.

Qualifications

HR certification such as PHR, SPHR, SHRM-CP, SHRM-SCP or equivalent preferred Education: Bachelor's Degree in Human Resources, Employee/Labor Relations, Business or a related field, or equivalent relevant experience required Work Experience: Minimum 5 years of progressive Human Resources experience with meaningful depth in employee relations, investigations and manager consultation required Demonstrated experience conducting workplace investigations and handling performance, conduct, policy and corrective-action matters required Working knowledge of employment law and HR practices; experience in a regulated or healthcare environment preferred Strong writing and documentation skills, including the ability to synthesize facts, identify issues and communicate findings clearly required Demonstrated ability to manage multiple cases and priorities with appropriate urgency, confidentiality and follow-through required Pay Range USD $98,200.

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• USD $130,800.00 /Yr.

About Us

VNS Health has been committed to meeting the needs of New Yorkers for over 130 years. We’re one of the largest nonprofit home- and community-based health care organizations in the country, and today, more than 11,500 team members work together to make a difference in the lives of more than 99,000 patients and members on any given day.

What We Provide Referral bonus opportunities Generous paid time off (PTO), starting at 3 0 days of paid time off and 9 company holidays Health insurance plan for you and your loved ones, Medical, Dental, Vision, Life and Disability Employer-matched retirement saving funds Personal and financial wellness programs Pre-tax flexible spending accounts (FSAs) for healthcare and dependent care Generous tuition reimbursement for qualifying degrees Opportunities for professional growth and career advancement Internal mobility, generous tuition reimbursement, CEU credits, and advancement opportunities What You Will Do: Owns and manages standard employee relations matters from intake through resolution, ensuring timely, consistent and well-documented outcomes.

Conducts fair, thorough and objective workplace investigations, including planning, interviews, evidence review, findings documentation and recommended next steps. For higher-risk matters, completes appropriate initial fact-finding, interviews and investigation preparation and engage the relevant HRBP, Vice President or Senior HRBP at the appropriate point.

Coaches managers on performance management, attendance, conduct, corrective action, policy application, documentation and effective employee conversations. Interprets HR policies and practices consistently while considering the facts, business context, employee experience and organizational risk. Partners with HRBPs, Legal, Compliance, Labor Relations and other stakeholders on sensitive, complex or potentially high-risk matters.

Partners with Health Services on the workplace accommodation process, including reviewing accommodation requests, supporting the interactive process, assessing appropriate next steps, and helping ensure timely, consistent and well-documented decisions. Engage the appropriate HRBP when an accommodation request involves broader employee relations, performance, operational, organizational or other business considerations.

Maintains accurate, timely and confidential case records and support consistent case-management practices and governance. Identifies recurring themes, root causes and hotspots across ER activity and use case data to recommend preventive actions, manager education or policy/process improvements. Develops practical tools, guidance and manager education that improve confidence and capability in addressing employee issues early and effectively.

Supports organizational changes, restructures and other workforce actions where employee relations expertise is required. Contributes to the evolution of ER processes, service standards and escalation protocols so that work is handled at the appropriate level and HRBP capacity is preserved for more strategic business partnership.

Uses digital tools and emerging AI-enabled capabilities responsibly to improve case management, knowledge access, consistency and efficiency while maintaining appropriate human judgment and governance. Participates in special projects and performs other duties as assigned. Licenses and Certifications: HR certification such as PHR, SPHR, SHRM-CP, SHRM-SCP or equivalent preferred Education: Bachelor's Degree in Human Resources, Employee/Labor Relations, Business or a related field, or equivalent relevant experience required Work Experience: Minimum 5 years of progressive Human Resources experience with meaningful depth in employee relations, investigations and manager consultation required Demonstrated experience conducting workplace investigations and handling performance, conduct, policy and corrective-action matters required Working knowledge of employment law and HR practices; experience in a regulated or healthcare environment preferred Strong writing and documentation skills, including the ability to synthesize facts, identify issues and communicate findings clearly required Demonstrated ability to manage multiple cases and priorities with appropriate urgency, confidentiality and follow-through required