Senior Employee Relations Strategist — Remote

Relativity

Billings (MT)

Hybrid

USD 112,000 - 168,000

Full time

14 days+

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Job summary

Relativity is seeking an experienced Employee Relations Specialist to serve as a trusted advisor handling complex workplace matters with legal fluency and sound judgment. The Senior Employee Relations Specialist will lead investigations end-to-end, partner with Legal, and align ER decisions with talent and organizational goals.

This remote/hybrid role focuses on multi-state and global compliance, risk mitigation, and governance.

Qualifications

5+ years of progressive HR experience with at least 3 years in a dedicated Employee Relations or HR compliance role.
Demonstrated experience leading workplace investigations independently from intake through resolution.
Working knowledge of multi-state employment law and regulatory compliance requirements.
Proven ability to manage sensitive, high-risk cases with discretion and sound judgment.
Strong written communication skills – able to produce clear, legally defensible documentation.

Responsibilities

Lead end-to-end investigations into complex employee relations matters.
Conduct structured interviews, assess credibility, synthesize evidence, and produce clear, legally defensible findings and recommendations.
Partner closely with Legal to manage risk, escalation thresholds, and compliance requirements.
Ensure consistent application of policies globally, accounting for regional legal and cultural differences.
Advise on high-risk performance cases, including PIPs, coaching plans, and involuntary separations.
Ensure performance processes follow structured, documented frameworks with clear expectations, timelines, and success metrics.
Support differentiation between performance vs. capability vs. organizational/system issues in partnership with HRBPs.
Drive consistency in disciplinary actions and ensure fairness across managers and teams.
Act as a subject matter expert in employment law (multi-state and global) and internal policy frameworks.
Ensure rigorous documentation standards and audit readiness across all ER and performance cases.
Identify and mitigate legal, reputational, and employee experience risks before escalation.
Own ER case governance, including escalation pathways and decision frameworks.
Coach managers on feedback delivery and documentation.
Navigating difficult conversations
When and how to elevate ER matters.
Partner with Sr. HRBPs to align ER decisions with broader talent, calibration, and organizational outcomes.
Provide real-time case consultation for ambiguous or sensitive situations.
Analyze ER case data to identify patterns by manager, function, or region.
Identify repeat manager risk patterns, policy gaps, and organizational friction points.
Drive improvements to ER playbooks, templates, and workflows.
Design and deliver manager education on performance management rigor, documentation standards, bias mitigation, and fair process.
Build scalable tools such as templates, guides, and intake frameworks that improve quality and consistency of ER handling.
Partner with HRBPs to elevate overall organizational capability in managing performance and ER proactively.
Recommend outcomes, risk mitigation strategies, and disciplinary actions.
Own ER process integrity, case quality, and documentation standards.
Escalate high-risk decisions to HRBPs, Legal, or leadership as appropriate.