Associate Director, Employee Relations

Top Stack; Exton (PA); On-site; USD 110,000 - 165,000; Full time

Job summary

Top Stack in Exton, PA is seeking an Associate Director, Employee Relations to lead employee relations and performance management while coaching managers across the organization.

The role emphasizes guiding managers through difficult conversations, investigations, and corrective actions, with a strong focus on hourly employees and compliance with employment laws and company policies.

Qualifications

• Experience in employee relations and performance management.
• Significant experience supporting hourly employees.
• Ability to coach managers through employee relations and performance issues.
• Strong knowledge of employment laws and HR policies.

Responsibilities

• Lead employee relations activities across the organization, focusing on hourly employees.
• Coach managers through difficult conversations, performance concerns, corrective actions, and other ER matters.
• Conduct manager coaching sessions to build leadership and management skills.
• Manage workplace investigations and complex employee relations matters.
• Support performance management, including goals, expectations, development plans, promotions, and merit decisions.
• Identify performance concerns early and develop improvement plans with managers.
• Ensure matters are handled per policy and employment laws.
• Develop manager training, case studies, and practical resources for ER handling.
• Support succession planning, workforce planning, and employee development initiatives.
• Identify trends in ER and performance and propose practical solutions.
• Support employee communication and engagement initiatives.

Skills

Employee relations

Performance management

Coaching managers

Workplace investigations

Job description

This is an exciting opportunity for an experienced Associate Director, Employee Relations to lead employee relations and performance management while serving as a trusted coach to managers across the organization. This role will have significant interaction with an hourly employee population and requires someone who can confidently guide managers through challenging employee situations, performance concerns, and corrective actions.

Responsibilities:

• Lead employee relations activities across the organization, with a strong focus on hourly employees.
• Coach managers through difficult conversations, performance concerns, corrective actions, and other employee relations matters.
• Conduct regular manager coaching sessions focused on building stronger leadership and employee management skills.
• Manage workplace investigations and complex employee relations matters.
• Support performance management, including goal setting, performance expectations, development plans, promotions, and merit decisions.
• Help managers identify performance concerns early and develop appropriate improvement plans.
• Ensure employee matters are handled consistently and in accordance with company policies and employment laws.
• Develop manager training, case studies, and practical resources for handling employee situations.
• Support succession planning, organizational changes, workforce planning, and employee development initiatives.
• Identify employee relations and performance trends and recommend practical solutions.
• Support employee communication and engagement initiatives.

Qualifications:

• Strong employee relations and performance management experience.
• Significant experience supporting hourly employee populations is required.
• Demonstrated ability to coach managers through employee relations and performance issues rather than simply managing situations on their behalf.
• Experience conducting workplace investigations and managing corrective action processes.
• Strong knowledge of employment laws, HR policies, and employee relations best practices.
• Experience supporting performance improvement plans, employee development, and manager training.
• Ability to remain calm, professional, and solutions-oriented when handling challenging employee situations.
• Strong judgment with the ability to balance employee support with accountability and business needs.
• Excellent communication, coaching, conflict-resolution, and relationship-building skills.
• Ability to manage immediate employee issues while continuing to move longer-term HR initiatives forward.