Human Resources Manager (Employee Relations)

City of Winston-Salem, NC; Winston-Salem (NC); On-site; USD 90,000 - 125,000; Full time

Job summary

City of Winston-Salem, NC seeks an Employee Relations HR Manager to lead ER operations, guide policy interpretation, and oversee investigations across the city workforce. The role partners with HRBPs, department leaders, and supervisors to maintain a fair, compliant workplace.

You will develop policies, supervise ER staff, and analyze trends to drive proactive workforce solutions in a public-sector environment.

Qualifications

• Bachelor's degree in HR or related field.
• At least four years of HR experience with employee relations and supervision.
• Experience advising leaders on complex ER and policy matters.
• Public sector experience preferred.
• HR certification is a plus.

Responsibilities

• Plan, direct, and manage day-to-day Employee Relations operations.
• Supervise and develop ER staff; set expectations and monitor progress.
• Provide guidance on complex ER matters, investigations, discipline, and policy interpretation.
• Lead workplace investigations; ensure objectivity and proper documentation.
• Advise HR Partners and leaders on ER, performance management, and policy guidance.
• Develop and update HR policies and employee handbook content.
• Analyze ER data and partner on interventions to reduce risk.

Skills

Employee relations

Leadership

Investigation practices

Policy interpretation

Performance management

Education

Bachelor's degree in HR or related field

SHRM-CP/SCP or PHR/SPHR certification

Tools

MS Office

HRIS

Case management systems

Job description

Are you an expert relationship builder who thrives in a fast-paced and demanding environment?

We are seeking a collaborative Employee Relations HR Manager to join our dynamic team. In this pivotal role, you will champion a positive, inclusive workplace culture while serving as a strategic bridge between our workforce and leadership. You will regularly interact with all levels of government and regulatory bodies, ensuring our practices remain compliant, forward-thinking, and aligned with public-sector standards. If you are an empathetic problem-solver ready to drive impactful workplace initiatives, policies, and lead with influence, this may be the job for you!

TheHuman Resources Manager – Employee Relations plans, directs, and manages the day-to-day operations and strategic initiatives of the Employee Relations function. This role supervises Employee Relations staff and provides leadership for workplace investigations, performance management, corrective and disciplinary actions, grievances, conflict resolution, policy interpretation, and other complex or sensitive employee matters.

This position serves as a trusted advisor to Human Resources Business Partners, department leadership, supervisors, and employees while promoting consistency in the application of organizational policies and practices. The position monitors employee relations trends, identifies areas of organizational risk, and recommends practical solutions that support effective workforce management and a positive workplace environment. Work is performed under the supervision of the Director and/or Deputy Director of Human Resources.

• Plans, directs, and manages the day-to-day operations of the Employee Relations function, including staff, workload, cases, projects, and initiatives.
• Supervises, coaches, and develops Employee Relations staff, establishes performance expectations, monitors case progress, and ensures timely, consistent, and high-quality service.
• Provides guidance and consultation on complex and sensitive employee relations matters, including workplace conduct, performance, corrective and disciplinary actions, grievances, conflicts, and other workplace concerns.
• Leads and/or oversees workplace investigations, ensuring investigations are objective, thorough, timely, appropriately documented, and consistent with City policies and applicable employment requirements.
• Advises HR Business Partners, department leaders, managers, and supervisors on employee relations, performance management, policy interpretation, workplace conduct, documentation, conflict resolution, and corrective action.
• Develops, reviews, and maintains Human Resources policies, procedures, and employee handbook/manual content, ensuring policies are clear, consistent, current, and aligned with applicable laws, regulations, and organizational practices.
• Reviews investigation findings, disciplinary recommendations, and significant employee relations actions to promote consistency, fairness, and sound decision-making across the organization.
• Analyzes employee relations cases, trends, and patterns and recommends policy, training, management, or organizational interventions to address recurring workplace concerns.
• Partners with HR leadership and organizational leaders on employee relations initiatives, policy development, supervisor training, organizational issues, and matters requiring a coordinated HR response.

Education and Experience

• Bachelor's degree in human resources, organizational management, business administration, public administration, or a related field.
• At least four years of progressively responsible Human Resources experience, including significant experience handling employee relations matters and supervisory or management responsibilities, or an equivalent combination of education and experience.
• Demonstrated experience advising managers or organizational leaders on complex employee relations, performance management, disciplinary, workplace conduct, or policy matters.
• Experience conducting or overseeing workplace investigations involving sensitive or complex employee concerns.
• Experience in working with policies such as development, training, etc.
• Experience in the public sector or a complex organization is preferred.
• An industry-recognized human resources certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, PSHRA-CP, or PSHRA-SCP or workplace investigation designation is a plus.

Knowledge, Skills, and Abilities

• Comprehensive knowledge of employee relations principles, Human Resources practices, performance management, workplace investigations, and applicable employment law.
• Strong leadership and supervisory skills, including the ability to coach employees, establish expectations, manage workloads, provide feedback, and develop a high-performing and service-oriented team.
• Ability to assess complex and sensitive workplace situations, identify relevant facts and considerations, and develop practical and defensible recommendations.
• Strong knowledge of workplace investigation practices, including interviewing, documentation, evidence evaluation, findings, and maintaining appropriate confidentiality.
• Ability to interpret and consistently apply organizational policies, procedures, employment requirements, and Human Resources practices.
• Ability to exercise sound judgment, discretion, objectivity, and confidentiality when handling sensitive employee and organizational matters.
• Excellent interpersonal and communication skills with the ability to work effectively with employees, supervisors, Human Resources professionals, department leaders, and executive leadership.
• Strong written communication and documentation skills, including the ability to clearly document employee relations matters, investigation findings, recommendations, and management guidance.
• Strong conflict resolution, consultation, and negotiation skills.
• Ability to remain objective and professional when working with emotionally charged, sensitive, or high-conflict workplace situations.
• Ability to analyze Employee Relations data and case trends, identify patterns or areas of risk, and develop recommendations for organizational improvement.
• Strong organizational and project management skills with the ability to manage multiple cases, deadlines, and priorities simultaneously.
• Ability to build credibility and effective working relationships while maintaining appropriate professional boundaries and confidentiality.
• Proficiency with Microsoft Office Suite, Human Resources information systems, case management systems, and standard business software.

Physical Requirements

• Occasional exertion of up to twenty-five pounds of force.
• Primarily office-based, in-person work environment.
• Travel to various City facilities as needed to meet with employees and management, conduct or support investigations, and address Employee Relations matters.
• Work is generally performed in a moderately noisy location, such as a business office or environment with light traffic.
• Ability to sit, stand, and use standard office equipment for extended periods.