Employee Relations Manager

Lancesoft; Canaan (CT); On-site; USD 90,000 - 150,000; Full time

Job summary

Lancesoft in Connecticut seeks an Employee Relations Manager to advise managers and staff on ER issues, investigate complex cases, and ensure compliance with US employment laws.

This temporary assignment with potential to become permanent requires 6+ years of ER experience and a strong ability to partner with Legal, HRBPs, and business leaders.

Qualifications

• Minimum of 6 years of direct Employee Relations experience managing complex, high-risk cases.
• Knowledge of US employment law, ADA, FLSA, Title VII, FMLA, USSERA.
• Experience supporting senior leadership across multiple business units or regions.
• Strong time management and excellent written and verbal communication skills.

Responsibilities

• Provide day-to-day coaching and ER advice to managers and associates.
• Review corrective actions, performance plans, and termination documentation.
• Identify legal/compliance risks and coordinate with Legal and Accommodation teams.
• Develop and deploy manager effectiveness and HR compliance training.
• Track trends in ER data and suggest proactive solutions.

Skills

Communication

Analytical

Problem-Solving

Interpersonal

Ethical

Education

Bachelor's Degree in Management/HR/Psychology

Job description

Title: Employee Relations Manager

Duration: Sep 27, 2026 Jan 29, 2027

Location: Canaan, CT 06018

Must Have Knowledge of US employment law, ADA, FLSA, DOL Title VII, FMLA, and USSERA

Minimum of 6 years of direct Employee Relations experience managing a wide variety of complex, high risk and sensitive employment-related cases from intake to investigation to resolution

Job Description

Reporting to the Associate Director, Employee Relations, the Employee Relations Manager provides advice and counsel to managers and associates on various employee relations and management issues. Has depth and breadth of experience, knowledge and skills and utilizes the skill set to investigate complicated employee relations issues. Ability to work independently. Temporary assignment with possibility to become permanent.

Job Responsibilities

Works collaboratively with and provides day-to-day coaching and employee relations advice to Senior Business Unit, Functional and Regional leaders, managers, HRBP s and associates. Reviews and assists managers in reviewing corrective action, performance management, and completes all termination documentation. Identifies and analyzes legal/compliance risks in employment situations. Partners with the Labor & Employment Legal team to review and make recommendations on complex issues, such as terminations, investigations, and medical issues/accommodations, to effectively mitigate company risk. Partners with the Accommodation team for: ADA accommodation and workplace restriction processes Stays current by keeping abreast of the latest developments and changes in employment laws, regulations, and best practices. Conducts internal investigations, documents findings and makes recommendations to management as appropriate. Collaborates with Global Learning team to develop and deploy manager effectiveness, HR compliance, and other employee relation-related training programs. Provides support to managers and other HR functions throughout the annual performance review process, including review of annual performance reviews. Tracks and interprets trends in employee relations to proactively identify issues and develop training and other solutions. Partners or leads projects/initiatives within the team to promote a culture of continuous improvement and best in class standing by creating proactive measures and initiatives to address employee relations issues and identify and implement best practices. Partners with HRBPs/Sr leaders to proactively reduce employee relations issues by monitoring and analyzing employee relations trends to identify root cause and taking appropriate steps to reduce issues.

Works collaboratively with and provides day-to-day coaching and employee relations advice to Senior Business Unit, Functional and Regional leaders, managers, HRBP s and associates. Reviews and assists managers in reviewing corrective action, performance management, and completes all termination documentation. Identifies and analyzes legal/compliance risks in employment situations. Partners with the Labor & Employment Legal team to review and make recommendations on complex issues, such as terminations, investigations, and medical issues/accommodations, to effectively mitigate company risk. Partners with the Accommodation team for: ADA accommodation and workplace restriction processes Stays current by keeping abreast of the latest developments and changes in employment laws, regulations, and best practices. Conducts internal investigations, documents findings and makes recommendations to management as appropriate. Collaborates with Global Learning team to develop and deploy manager effectiveness, HR compliance, and other employee relation-related training programs. Provides support to managers and other HR functions throughout the annual performance review process, including review of annual performance reviews. Tracks and interprets trends in employee relations to proactively identify issues and develop training and other solutions. Partners or leads projects/initiatives within the team to promote a culture of continuous improvement and best in class standing by creating proactive measures and initiatives to address employee relations issues and identify and implement best practices. Partners with HRBPs/Sr leaders to proactively reduce employee relations issues by monitoring and analyzing employee relations trends to identify root cause and taking appropriate steps to reduce issues.

Education and Experience

Bachelor's Degree Preferred, preferably in Management, HR or psychology, Will accept an equivalent combination of education, training, and experience. Professional membership, preferred. Minimum 6 years of cumulative direct Employee Relations experience required Minimum of 6 years of experience managing a wide variety of complex, high risk and sensitive employment-related cases from intake to investigation to resolution. required Knowledge of US employment law, ADA, FLSA, DOL Title VII, FMLA, and USSERA required Experience supporting Sr. Business Unit, Function or Region leadership level client groups. Experience with Exempt Level Professionals and Sr Level Management with direct experience providing strategic guidance on employee relations issues, including performance and developmental management. Experience with Operations preferred. Strong time management skillset required Strong communication and interpersonal skills required to liaise with multiple internal departments manner to the most sensitive inquiries or complaints Knowledge and Skills: Communication: Strong communication skills are vital in this role as this position interacts with multiple stakeholders, including managers, associates, HRBPs, Legal/Ethics teams. The ability to adapt to a variety of communication settings, including one-on-one, small and large groups or among diverse styles and position levels is critical for success. Actively listens to others. Adjusts style to fit the audience and the message. Provides timely and helpful information to others as needed.

Analytical: Advisors break down complex problems into smaller, more manageable parts. Analytical skills are needed to collect, interpret and evaluate data and information related to employee issues. Problem-Solving/Critical Thinking: Effective problem solving, and critical thinking skills are necessary to effectively handle workplace conflicts and issues. Advisors often deal with complex and sensitive issues affecting the workplace environment and culture. Interpersonal: Interpersonal skills are needed to communicate and interact effectively with others. Strong interpersonal skills are essential for building positive relationships with associates and managers, understanding their concerns, and resolving conflicts. Strong interpersonal skills include active listening, empathy, verbal and non-verbal communication, and the ability to collaborate and work well in a team. Ethical: Advisors support the Code of Conduct and Client s Core Values. Some ethical skills include acting with integrity, impartiality, confidentiality, respect, and accountability. Strong ethical skills help avoid or minimize legal and reputational risks and enhance the trust and respect of associates and the organization. Maintains high standards of professionalism and integrity Shift: ['Knowledge of US employment law, ADA, FMLA, and USSERA', 'Minimum of 6 years of direct Employee Relations experience managing a wide variety of complex, high risk and sensitive employment-related cases from intake to investigation to resolution'] Start: []

Bill rate

Bill rate is *** on site