Employee Relations Consultant Jobs
Employee relations consultant jobs are open across healthcare, financial services, manufacturing, and technology, at every level from associate to senior and principal, with specializations in workplace investigations, labor relations, and policy compliance. Scan the live roles below and apply to whichever ones fit.
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INTRODUCTION
The Manager, ER and HR Operations leads Employee Relations and HR Operations for the Americas. This role delivers consistent and timely employee and manager support, manages employee-relations risk, and ensures accurate execution of core HR processes. The Manager leads and develops HR Generalists and Senior HR Generalists and DC HR team, oversees case allocation and service priorities, and partners closely with Senior HR Business Partners, Compliance and Team Governance, Legal, Benefits, Payroll, and other key partners.
The role balances direct leadership of complex or high-risk employee matters with disciplined operational delivery. The Manager uses cases, exit data, and workforce data to identify patterns, improve manager capability, strengthen processes, and provide practical recommendations to the Director, HR Americas; Senior HRBPs; and HR Leadership Team. Success in this role means employees and leaders experience one coordinated HR team, regardless of where ownership sits.
YOUR RESPONSIBILITIES:
Employee Relations:
- Own ER intake, triage, and case allocation for employee and manager concerns, ensuring clear routing, decision rights, escalation paths, and appropriate assignment based on risk, complexity, precedent, organizational impact, and team capacity.
- Lead or actively guide complex and high-risk employee relations matters, including investigations, retaliation or discrimination allegations, patterned concerns, sensitive terminations, and matters with significant legal or reputational exposure.
- Oversee performance management and corrective-action support, ensuring fair, consistent, and well-documented practices across comparable situations.
- Guide terminations and separations, including risk review for sensitive matters, partnering with the Director, HR, Legal, Compliance, or Senior HRBPs as appropriate.
- Oversee accommodations and the interactive process in partnership with Compliance, Benefits, Legal, people managers/leaders, and Senior HRBPs.
- Guide employees and managers on conflict resolution, workplace conduct, attendance, leave-related coordination, unemployment claims and hearings, and other employee-relations matters.
- Establish and maintain high-quality and consistent ER case management standards for investigations, findings, documentation, communications, case closure, records, risk levels, escalation indicators, access controls, retention, and audit readiness.
- Conduct consistency and risk reviews across employee matters, escalating issues that may establish precedent or create material legal, employee-safety, business-continuity, or reputational risk.
- Analyze ER and operational trends, including case volume and type and post-case reviews, time to triage and closure, aging cases, escalations, patterned issues, exit themes, transaction accuracy, rework, and manager enablement needs.
- Maintain and continuously improve standard templates, job aids, manager tools, and relevant training content, including resources related to employee relations, ADA/accommodations, performance management, and other recurring manager needs.
HR Operations:
- Oversee Workday transactions, employee movement administration, supervisory-organization maintenance, data-quality audits, and transaction quality.
- Lead standard employee lifecycle processes, workflow management, recurring operational reporting, defined employee and manager inquiries, and operational calendar execution.
- Coordinate job-description workflows while partnering with Senior HRBPs and leaders on role-design decisions and with Compensation on job evaluation or pay considerations.
- Oversee key HR workstreams including exit interviews and exit-data analysis, internship partnership with People Programs team, and other defined HR services.
- Identify opportunities to simplify, standardize, automate, and improve HR workflows while maintaining sound controls, employee experience, and data integrity.
- Partner with Legal, Compliance, Benefits, Payroll, Security, Compensation, Talent, Recruiting, People Programs, and other teams to deliver coordinated and practical solutions.
- Support change implementation by converting strategic or compliance decisions into repeatable operational steps, manager resources, communications, and sustainable workflows.
- Translate ER and operational trends into actionable recommendations for the Director, HR North America and Senior HRBPs, including interventions that address recurring team, leadership, process, or organizational issues.
Team Management:
- Manage ER and operational workload across the team, monitoring capacity, aging work, high-risk matters, upcoming terminations, accommodation risks, operational blockers, and backup coverage.
- Manage Distribution Center HR Operations – guide and partner with DC HR Manager on ownership, HR service scope, day-to-day HR activities, ER situations, escalations, and delivery expectations for site-level execution.
- Lead direct reports effectively in line with company values and culture by mirroring Connect (our leadership program) principles. Provide a collaborative, open and rewarding team environment.
- Manage (including goal setting, performance review, hiring decisions, team culture, etc.) and support the career development of direct reports to ensure job satisfaction, retention and to identify and develop bench strength.
- Own decisions related to day-to-day employee career, training, performance, etc. and provide recommendations to HR leadership on employee decisions such as compensation, promotions, hiring/termination.
WORK EXPERIENCE
- Bachelor’s degree in human resources or business, or equivalent experience.
- 7+ years of progressive HR experience, including substantial responsibility for employee relations, investigations, performance management, and HR operations.
- 3+ years of experience managing, mentoring, and developing HR professionals.
- Demonstrated experience leading complex and sensitive employee-relations matters and partnering effectively with employment counsel.
- General knowledge of federal, state, and local employment laws, including FLSA, EEO, FMLA, ADA, OSHA, and applicable leave, wage-and-hour, and workplace-conduct requirements.
- Experience with HRIS transactions, operational controls, reporting, data quality, process design, and continuous improvement; Workday experience preferred.
- Proven ability to handle confidential information professionally and discreetly and to assess risk, determine escalation, and make practical recommendations.
- Excellent interpersonal, written, and verbal communication skills, with the ability to build trust and guide employees and leaders through difficult situations.
- Ability to anticipate how decisions affect employees, customers, and operations and to connect employee-level matters to broader leadership, team, culture, and organizational implications.
- Keen attention to detail in planning, organization, documentation, and execution while maintaining a clear view of how the work connects across HR.
- Strong self-starter with the ability to establish structure, prioritize competing demands, and drive work to completion with appropriate independence.
- A positive attitude, passion for learning, and commitment to Brooks’ values and to creating a welcoming, equitable, and consistent employee experience.
- Passionate participation in Brooks’ sports activities a plus, overridden by the ability to understand and empathize with the runner in order to develop loyal, engaging relationships with our customers and the Brooks community.
- Embraces and lives the Brooks values!
BENEFITS
Brooks is proud to offer a robust benefits package to our employees and their families!
- Benefits including medical, dental, vision, life and AD&D insurance, disability insurance, HSA and employer contribution, FSA, family & fertility assistance, 401K Savings Plan and match, employee assistance program, and transportation assistance.
- Paid Time Off - Brooks offers generous time off including five weeks of paid time off, eleven paid holidays, paid sick and parental leave.
- Bonus - in addition to base pay, Brooks employees may also be offered an annual bonus based on company performance.
- Perks - including product discounts, employee recognition, fitness discounts, volunteer and donation benefits.
LOCATION
You will spend 4 days per week in our Seattle offices, as we believe our organization flourishes when connections, collaboration, creativity, problem-solving, and celebrations happen in person.
COMPENSATION
The pay range for this position, based out of the Brooks Seattle HQ, is $124,234 - $186,404 per year. Base pay offered will vary depending on job-related knowledge, skills, and experience.
INTRODUCTION
The Manager, ER and HR Operations leads Employee Relations and HR Operations for the Americas. This role delivers consistent and timely employee and manager support, manages employee-relations risk, and ensures accurate execution of core HR processes. The Manager leads and develops HR Generalists and Senior HR Generalists and DC HR team, oversees case allocation and service priorities, and partners closely with Senior HR Business Partners, Compliance and Team Governance, Legal, Benefits, Payroll, and other key partners.
The role balances direct leadership of complex or high-risk employee matters with disciplined operational delivery. The Manager uses cases, exit data, and workforce data to identify patterns, improve manager capability, strengthen processes, and provide practical recommendations to the Director, HR Americas; Senior HRBPs; and HR Leadership Team. Success in this role means employees and leaders experience one coordinated HR team, regardless of where ownership sits.
YOUR RESPONSIBILITIES:
Employee Relations:
- Own ER intake, triage, and case allocation for employee and manager concerns, ensuring clear routing, decision rights, escalation paths, and appropriate assignment based on risk, complexity, precedent, organizational impact, and team capacity.
- Lead or actively guide complex and high-risk employee relations matters, including investigations, retaliation or discrimination allegations, patterned concerns, sensitive terminations, and matters with significant legal or reputational exposure.
- Oversee performance management and corrective-action support, ensuring fair, consistent, and well-documented practices across comparable situations.
- Guide terminations and separations, including risk review for sensitive matters, partnering with the Director, HR, Legal, Compliance, or Senior HRBPs as appropriate.
- Oversee accommodations and the interactive process in partnership with Compliance, Benefits, Legal, people managers/leaders, and Senior HRBPs.
- Guide employees and managers on conflict resolution, workplace conduct, attendance, leave-related coordination, unemployment claims and hearings, and other employee-relations matters.
- Establish and maintain high-quality and consistent ER case management standards for investigations, findings, documentation, communications, case closure, records, risk levels, escalation indicators, access controls, retention, and audit readiness.
- Conduct consistency and risk reviews across employee matters, escalating issues that may establish precedent or create material legal, employee-safety, business-continuity, or reputational risk.
- Analyze ER and operational trends, including case volume and type and post-case reviews, time to triage and closure, aging cases, escalations, patterned issues, exit themes, transaction accuracy, rework, and manager enablement needs.
- Maintain and continuously improve standard templates, job aids, manager tools, and relevant training content, including resources related to employee relations, ADA/accommodations, performance management, and other recurring manager needs.
HR Operations:
- Oversee Workday transactions, employee movement administration, supervisory-organization maintenance, data-quality audits, and transaction quality.
- Lead standard employee lifecycle processes, workflow management, recurring operational reporting, defined employee and manager inquiries, and operational calendar execution.
- Coordinate job-description workflows while partnering with Senior HRBPs and leaders on role-design decisions and with Compensation on job evaluation or pay considerations.
- Oversee key HR workstreams including exit interviews and exit-data analysis, internship partnership with People Programs team, and other defined HR services.
- Identify opportunities to simplify, standardize, automate, and improve HR workflows while maintaining sound controls, employee experience, and data integrity.
- Partner with Legal, Compliance, Benefits, Payroll, Security, Compensation, Talent, Recruiting, People Programs, and other teams to deliver coordinated and practical solutions.
- Support change implementation by converting strategic or compliance decisions into repeatable operational steps, manager resources, communications, and sustainable workflows.
- Translate ER and operational trends into actionable recommendations for the Director, HR North America and Senior HRBPs, including interventions that address recurring team, leadership, process, or organizational issues.
Team Management:
- Manage ER and operational workload across the team, monitoring capacity, aging work, high-risk matters, upcoming terminations, accommodation risks, operational blockers, and backup coverage.
- Manage Distribution Center HR Operations – guide and partner with DC HR Manager on ownership, HR service scope, day-to-day HR activities, ER situations, escalations, and delivery expectations for site-level execution.
- Lead direct reports effectively in line with company values and culture by mirroring Connect (our leadership program) principles. Provide a collaborative, open and rewarding team environment.
- Manage (including goal setting, performance review, hiring decisions, team culture, etc.) and support the career development of direct reports to ensure job satisfaction, retention and to identify and develop bench strength.
- Own decisions related to day-to-day employee career, training, performance, etc. and provide recommendations to HR leadership on employee decisions such as compensation, promotions, hiring/termination.
WORK EXPERIENCE
- Bachelor’s degree in human resources or business, or equivalent experience.
- 7+ years of progressive HR experience, including substantial responsibility for employee relations, investigations, performance management, and HR operations.
- 3+ years of experience managing, mentoring, and developing HR professionals.
- Demonstrated experience leading complex and sensitive employee-relations matters and partnering effectively with employment counsel.
- General knowledge of federal, state, and local employment laws, including FLSA, EEO, FMLA, ADA, OSHA, and applicable leave, wage-and-hour, and workplace-conduct requirements.
- Experience with HRIS transactions, operational controls, reporting, data quality, process design, and continuous improvement; Workday experience preferred.
- Proven ability to handle confidential information professionally and discreetly and to assess risk, determine escalation, and make practical recommendations.
- Excellent interpersonal, written, and verbal communication skills, with the ability to build trust and guide employees and leaders through difficult situations.
- Ability to anticipate how decisions affect employees, customers, and operations and to connect employee-level matters to broader leadership, team, culture, and organizational implications.
- Keen attention to detail in planning, organization, documentation, and execution while maintaining a clear view of how the work connects across HR.
- Strong self-starter with the ability to establish structure, prioritize competing demands, and drive work to completion with appropriate independence.
- A positive attitude, passion for learning, and commitment to Brooks’ values and to creating a welcoming, equitable, and consistent employee experience.
- Passionate participation in Brooks’ sports activities a plus, overridden by the ability to understand and empathize with the runner in order to develop loyal, engaging relationships with our customers and the Brooks community.
- Embraces and lives the Brooks values!
BENEFITS
Brooks is proud to offer a robust benefits package to our employees and their families!
- Benefits including medical, dental, vision, life and AD&D insurance, disability insurance, HSA and employer contribution, FSA, family & fertility assistance, 401K Savings Plan and match, employee assistance program, and transportation assistance.
- Paid Time Off - Brooks offers generous time off including five weeks of paid time off, eleven paid holidays, paid sick and parental leave.
- Bonus - in addition to base pay, Brooks employees may also be offered an annual bonus based on company performance.
- Perks - including product discounts, employee recognition, fitness discounts, volunteer and donation benefits.
LOCATION
You will spend 4 days per week in our Seattle offices, as we believe our organization flourishes when connections, collaboration, creativity, problem-solving, and celebrations happen in person.
COMPENSATION
The pay range for this position, based out of the Brooks Seattle HQ, is $124,234 - $186,404 per year. Base pay offered will vary depending on job-related knowledge, skills, and experience.
See All 354+ Employee Relations Consultant Jobs
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Find JobsEmployee Relations Consultant Job Market
Who's Hiring
- Cox Automotive27
- Amazon7
- Tesla3
- BAE Systems USA3
- CHAOS Industries3
Top Industries Hiring
- Technology & Software
- Healthcare & Medical Services
- Construction & Real Estate
- Education
- Insurance
What Employers Look For
The qualifications that appear most often in employee relations consultant jobs.
- Three to five years of direct employee relations or HR business partner experience
- Working knowledge of federal and state employment law including FMLA, ADA, and Title VII
- Experience conducting workplace investigations and documenting findings
- Bachelor's degree in human resources, business, or a related field
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred or required
- Proficiency with HRIS platforms and case management or ticketing systems
Tips for Your Employee Relations Consultant Job Search
Tailor your resume to investigation experience
Hiring managers for employee relations consultant roles want to see that you've led workplace investigations end to end. Call out the types of complaints you've handled, your process for documenting findings, and any outcomes that reduced organizational risk.
Highlight your knowledge of employment law
Job postings almost always require familiarity with the FLSA, ADA, FMLA, and Title VII. Name the specific statutes you've applied in your work so recruiters don't have to guess whether your experience transfers to their regulatory environment.
Apply early to roles that fit
Migrate Mate lists employee relations consultant openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings by HR function size
An employee relations consultant at a 200-person company handles everything from performance coaching to terminations alone, while a large enterprise often narrows the role to investigations only. Read each posting carefully and apply to the scope that matches your actual experience.
Prepare a behavioral story bank for interviews
Interviewers for these roles lean heavily on situational questions about de-escalation, bias complaints, and manager coaching. Write out four or five specific examples before your first screen so you can deliver them concisely under pressure.
Negotiate scope before you negotiate salary
Before accepting an offer, clarify whether the role owns investigations independently or escalates to legal counsel, and whether you'll advise managers or also handle documentation. Those differences shape workload and career trajectory far more than a small pay difference.
Employee Relations Consultant Jobs: Frequently Asked Questions
Which companies are hiring the most employee relations consultants?
The most active employers for employee relations consultants right now are Cox Automotive, Amazon, and Tesla, and the most openings are in California, New York, and Texas, based on current listings on Migrate Mate as of November 2026. Healthcare systems, financial services firms, and large manufacturers tend to maintain dedicated employee relations teams year-round.
How many employee relations consultant jobs are remote?
About 73% of employee relations consultant openings are fully remote or hybrid as of November 2026, though availability varies by industry and employer size. Policy advisory and documentation work tends to be the most remote-compatible, while roles that require in-person investigations or regular manager coaching on-site are more likely to be hybrid or fully on location.
How do you become an employee relations consultant?
Start by building a foundation in HR, ideally in an HR coordinator or generalist role where you handle disciplinary processes, accommodations, or leave administration. Move into cases that require investigation or conflict resolution, document your outcomes, and pursue an SHRM or HRCI certification to demonstrate professional standards. From there, target postings that list employee relations as the primary function rather than a subset of broader HR duties.
Can you get hired as an employee relations consultant with little experience?
Some employers will consider candidates with strong HR generalist backgrounds who haven't held a dedicated employee relations title, especially if you can point to investigation, accommodation, or grievance work you've done as part of a broader role. Focus your application on those specific experiences, frame them in terms of risk reduction and policy compliance, and target mid-sized organizations where the employee relations function is still being built out rather than mature enterprise programs that expect a specialist from day one.
What does the employee relations consultant interview process look like?
Most processes start with a recruiter screen focused on your employment law knowledge and experience level, followed by a panel or hiring manager interview built almost entirely around behavioral and situational questions. Expect scenarios about managing a harassment complaint, coaching a manager through a performance process, or handling a termination with legal exposure. Some employers add a written exercise asking you to outline how you'd investigate a hypothetical complaint or draft a policy recommendation.
Where can I find and apply to employee relations consultant jobs?
You can find and apply to employee relations consultant jobs on Migrate Mate, which lists current openings from across the United States. Search for roles that match your experience level and industry background, then apply directly to each listing that fits.
See All 354+ Employee Relations Consultant Jobs
Find roles that match your experience and apply in just a few clicks.
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