Human Resources Employee Relations Partner

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    "url": "https://careers-dohertyinc.icims.com/jobs/3974/human-resources-employee-relations-partner/job",
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    "datePosted": "2026-05-12T04:00:00.000Z",
    "description": "<h2>Position & Perks</h2>\n<p></p>\n<p>The HR Manager oversees Employee Relations issues and trends in their assigned region. The HR Manager acts as strategic partner to provide practical, consistent, and proactive support to Area Directors, Managers, and Employees to improve culture and legal compliance. The HR Manager supports a Company Culture that emphasizes employee engagement and recognition, integrity, passion for service, productivity, and professional development.</p>\n<p> </p>\n<p><strong><em>Note: This position is on-site and is not hybrid or remote. </em></strong> </p>\n<p> </p>\n<p>We offer a wide package of Benefits including healthcare, PTO, 401k, Paid Holidays and much more!</p>\n<p> </p>\n<h2>Responsibilities</h2>\n<ul>\n <li>Partner with Operations, Management, and HR support team to provide direction and assistance for field operations in the day-to-day human resources administration in accordance with the Company’s policies, procedures, and applicable laws.</li>\n <li>Accountable for oversight and management of all Employee Relations for their designated market; conduct or direct investigations as needed resulting from both formal and informal internal / external complaints</li>\n <li>Ownership for their region’s EthicsPoint cases; respond to all complaints, grievances, policy resolution issues, discipline, etc. in a timely manner to recommend outcomes and ensure proper documentation for records.</li>\n <li>Draft clear, defensible investigation summaries and recommendations aligned with company precedent</li>\n <li>Independently assess investigation scope, credibility, risk level, and escalation thresholds; determine when to involve Legal or senior HR leadership</li>\n <li>Oversee the other HR Manager’s region’s issues as needed when they are out on PTO</li>\n <li>Analyze Employee Relations data, EthicsPoint trends, and repeat risk indicators to inform policy, training, and Operational and cultural changes; Use data to proactively reduce ER volume and compliance exposure within assigned region</li>\n <li>Communicate and enforce company policies and procedures.</li>\n <li>Partner with Director of HR to formulate and implement strategies for employee engagement, recognition, retention, and culture</li>\n <li>Maintain and coordinate all legal files and document coordination for suits and claims for the geographical area of responsibility.</li>\n <li>Presents training to concept Managers and others on employee relations and fair employment practices.</li>\n <li>Proactively identify risks and ensure the department and company is operating in compliance with federal and state laws.</li>\n <li>Maintain consistency and alignment with Operations in the areas of performance management and development with restaurant Management team, outline growth and development opportunities in partnership with Learning and Development team.</li>\n <li>Collaborate with Benefits department to mitigate risk and ensure a safe work environment regarding accommodations, Fitness for Duty, and return to work clearance.</li>\n <li>May be required to represent company during DOL investigations, legal cases, or to advise concept personnel.</li>\n <li>Coordinates or assists at various company outings and cultural initiatives as needed.</li>\n</ul>\n<p> </p>\n<h2>Qualifications</h2>\n<ul>\n <li>Proven ability to manage high-volume Employee Relations casework, including multiple concurrent investigations, tight timelines, and fast-paced decision-making</li>\n <li>Demonstrated experience balancing legal risk, operational realities, and organizational culture in a frontline hourly environment, including support of operations in complex jurisdictions (e.g., NYC, NJ, multi-state compliance environments)</li>\n <li>Expert knowledge of labor and employment laws and regulations, with the ability to apply them practically and consistently in real-world operational settings</li>\n <li>Strong emotional intelligence, resilience, and professionalism, with the ability to remain grounded and effective during sensitive, high-conflict, or high-pressure situations</li>\n <li>Coach and influence leaders through difficult decisions, not just deliver outcomes, while maintaining credibility and alignment with company priorities</li>\n <li>Excellent active listening, negotiation, presentation, and interpersonal skills, with the ability to build effective relationships at all levels of the organization</li>\n <li>Highly organized, results-oriented, and resourceful, with strong problem-solving, decision-making, and process-improvement capabilities, and a strong sense of urgency</li>\n</ul>\n<p> </p>\n<p><strong>Ability to:</strong></p>\n<ul>\n <li>Manage conflict and promote a collaborative, professional work environment</li>\n <li>Thrive in a fast-paced environment with multiple competing demands, demonstrating strong follow-through, sound judgment, and attention to detail</li>\n <li>Maintain strict confidentiality and exercise discretion in all matters</li>\n <li>Think strategically while demonstrating practical leadership and execution skills</li>\n <li>Work effectively with cross-functional partners, co-workers, and management</li>\n <li>Work flexible and non-traditional hours as business needs require</li>\n <li>Travel intermittently to local restaurants, area meetings, and special projects, including overnight travel approximately 20–30% annually</li>\n</ul>",
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