Employee Relations Project Manager

Position

The Employee Relations Project Manager will lead and coordinate a six-month, project-based initiative focused on developing, implementing, and operationalizing company-wide employee relations frameworks and processes. Working closely with HR, Legal, Ethics, and other key stakeholders, this role will manage project workstreams, timelines, milestones, stakeholder inputs, and deliverables to establish clear accountability, promote equitable and consistent outcomes, and strengthen how ER matters are identified, assessed, documented, resolved, and measured. This role will be responsible for organizing project plans, gathering requirements, tracking progress, coordinating cross-functional input, and helping design consistent approaches for ER intake, complaint triage, investigations, documentation, resolution, and recommendations for common workplace scenarios. They will also support data collection, reporting, and employee training to assess organizational trends, measure process effectiveness, and evaluate year-over-year successes and opportunities through tangible data points that inform ongoing process improvements.

Job responsibilities

Project Planning, Process Design, and Implementation

• Develop and manage project plans, workstreams, timelines, milestones, and deliverables for the six-month ER framework initiative.
• Support the development, documentation, and launch of company-wide ER frameworks, processes, tools, templates, and implementation materials.
• Help establish consistent procedures for ER intake, triage, investigation support, documentation, resolution, escalation, follow-up, and project handoff.
• Identify process gaps, project risks, dependencies, and decision points, and recommend practical improvements to strengthen clarity, consistency, scalability, and implementation readiness.
• Develop and support delivery of ER process training materials and rollout plans to help employees, HR partners, and other stakeholders understand expectations, resources, and process steps.

Cross-Functional Partnership, Governance, and Stakeholder Management

• Coordinate cross-functional project engagement with HR, Legal, Ethics, and other key internal partners to align ER processes with company policies, expectations, and risk considerations.
• Manage stakeholder input sessions, meeting agendas, follow-ups, decisions, and action items to maintain project momentum and accountability.
• Help define roles, responsibilities, decision points, escalation paths, and governance expectations across each stage of the ER process.
• Track project progress, dependencies, open items, and implementation risks, escalating issues as needed to support timely delivery.
• Partner with Legal to define best practices across the ER process, including meeting protocols, communication guidance, confidentiality expectations, and documentation standards for sensitive matters.

Project Execution, Equity, and Case Support

• Support implementation of processes that promote equitable treatment, consistent handling of employee relations matters, and clear expectations for stakeholders.
• Assist with ER matter intake, organization, tracking, documentation, and preparation of summaries, timelines, and related materials to inform process design and implementation.
• Maintain project trackers, status updates, implementation checklists, and documentation repositories to support organized execution and future sustainability.
• Maintain confidentiality and exercise discretion when handling sensitive employee information.

Data, Reporting, Status Tracking, and Continuous Improvement

• Collect, organize, and analyze ER-related data to identify trends, recurring concerns, process gaps, and opportunities for measurable improvement.
• Develop project status updates, dashboards, or summary reporting to communicate progress, risks, milestones, and key outcomes to stakeholders.
• Support reporting that measures process effectiveness, year-over-year successes, challenges, and opportunities using tangible data points.
• Use insights from ER data and stakeholder feedback to recommend ongoing improvements, project closeout actions, and a sustainable cadence for annual reporting.

Skills development opportunities

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.
• 4+ years of experience in Employee Relations, HR Project Management, People Operations, Compliance, or a related function, with experience managing project plans, workstreams, timelines, stakeholder coordination, implementation, documentation, tracking, reporting, or case management.
• Strong project management, organization, and communication skills, with the ability to manage multiple workstreams, maintain project trackers, draft clear materials, and deliver against time-sensitive milestones.
• Ability to develop and facilitate employee, HR, or stakeholder training on ER processes, expectations, escalation paths, and available resources.
• High level of discretion, sound judgment, and professionalism when handling confidential and sensitive employee information.
• Ability to analyze ER-related information, identify trends or process gaps, and collaborate effectively with HR, Legal, Ethics, and other internal partners.
• Proficiency in Microsoft Office, including Word, PowerPoint, Excel, Outlook, and Teams; experience with HRIS, case management, or reporting tools is a plus.