Mid Level Employee Relations Manager Jobs
Mid level employee relations manager jobs go to professionals ready to own investigations end to end, advise managers independently, and shape workplace policy with limited oversight. Openings run across Education, Technology & Software, and Manufacturing, with a mix of on-site, hybrid, and remote arrangements, and employers like Pella Corporation, TikTok USDS Joint Venture, and California State University hiring at this level now.
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Open roles26
Top stateCalifornia
Top employerPella Corporation
Top cityLos Angeles, CA
Work type88% On-site
Top industryEducation
Showing 5 of 26+ Mid Level Employee Relations Manager jobs
Employee Relations Specialist
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Added 2d ago
Rivian
Employee Relations Specialist
Normal, Illinois
Added 2d ago
Employee Relations Consultant
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Added 6d ago
Oracle
Employee Relations Consultant
Abilene, Texas
Added 6d ago
Employee Relations Consultant
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Added 1w ago
KeyBank
Employee Relations Consultant
Brooklyn, Ohio
Added 1w ago
Employee Relations Specialist
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Added 1w ago
Salisbury University
Employee Relations Specialist
Salisbury, Maryland
Added 1w ago
Employee Relations Specialist
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Added 2w ago
Pella Corporation
Employee Relations Specialist
Dallas-Fort Worth Metroplex
Added 2w ago
Added 2d ago
Employee Relations Specialist
Rivian·Normal, Illinois
Job functions:
3+ yrs exp.
Bachelor's degree in business
Full Time
10,000+ employees
Job Description
We are seeking an Employee Relations Specialist to strengthen frontline leadership capability, drive consistent employee relations practices, and help build a fair, respectful, high-performing workplace across our manufacturing operations.
This role sits at the intersection of People, employee relations, labor relations, policy execution, and day-to-day operational support. You will serve as a strategic partner to Group Leaders and Managers, helping them navigate employee concerns, provide coaching, engage in open-door interactions, resolve conflicts, and apply policies consistently and with sound judgment. You will also help identify trends, surface risks early, and support practical improvements that strengthen the employee experience and reduce workplace disruption.
This role is based onsite in Normal, IL. You will work closely with frontline leadership, People Business Partners, Labor Relations, Legal, EHS, and plant leaders, helping connect employee relations strategy to execution and supporting a scalable, disciplined operating model on the plant floor.
This role sits at the intersection of People, employee relations, labor relations, policy execution, and day-to-day operational support. You will serve as a strategic partner to Group Leaders and Managers, helping them navigate employee concerns, provide coaching, engage in open-door interactions, resolve conflicts, and apply policies consistently and with sound judgment. You will also help identify trends, surface risks early, and support practical improvements that strengthen the employee experience and reduce workplace disruption.
This role is based onsite in Normal, IL. You will work closely with frontline leadership, People Business Partners, Labor Relations, Legal, EHS, and plant leaders, helping connect employee relations strategy to execution and supporting a scalable, disciplined operating model on the plant floor.
Why This Role Matters
- Strengthen frontline leadership: Equip Group Leaders and Managers with practical coaching, guidance, and employee relations support so they can lead with consistency, fairness, and confidence.
- Resolve issues early: Support open-door interactions, conflict resolution, and day-to-day risk mitigation before concerns escalate into more disruptive employee relations matters.
- Protect consistency on the floor: Help ensure policies, corrective actions, and people practices are applied in a way that is equitable, compliant, and aligned across teams and shifts.
- Improve culture through action: Translate employee sentiment, recurring issues, and leader needs into practical recommendations that strengthen engagement, trust, and team performance.
Frontline Leadership Coaching & Support
- Serve as a day-to-day employee relations resource to Group Leaders and Managers on coaching, conduct concerns, open door interactions, and routine employee issues.
- Provide practical guidance on appropriate remedial actions, documentation, and next steps to support consistency, fairness, and sound decision-making.
- Coach leaders through difficult conversations and early-stage issue resolution, helping them address concerns clearly, respectfully, and in a timely way.
- Support leaders in balancing employee advocacy, operational needs, and policy expectations in a fast-moving manufacturing environment.
Conflict Resolution & Issue Management
- Support leaders in discussions to resolve workplace concerns quickly and constructively.
- Support leaders in mediating interpersonal and team-level conflicts in a way that preserves trust, reduces disruption, and supports production continuity.
- Assess employee concerns and help determine when issues can be resolved through coaching, mediation, or standard employee relations processes.
- Escalate more complex, sensitive, or high-risk matters appropriately in partnership with People and Labor Relations.
Policy Application, Compliance & Risk Mitigation
- Support leaders in interpreting and applying company policies, handbooks, and workplace expectations consistently across the plant floor.
- Provide guidance that helps maintain a compliant, respectful, non-union operating environment while reducing employee relations risk.
- Monitor recurring themes, conduct trends, and policy questions to identify areas where clearer guidance, stronger leader support, or process improvements are needed.
- Partner with People and business leaders to help strengthen consistency in employee relations practices across shifts, departments, and leader populations.
Engagement, Training & Culture Building
- Execute employee relations standard work that supports a positive, high-performing, and engaged workplace culture.
- Facilitate or support training for leaders on conflict management, policy application, workplace expectations, and employee relations best practices.
- Partner with leaders to support engagement initiatives, reinforce respectful workplace behaviors, and improve team health.
- Bring forward employee sentiment and on-the-ground insights to help leaders and People partners respond proactively.
Continuous Improvement & Operational Effectiveness
- Track employee relations patterns and leader support needs to help improve how issues are addressed, documented, and resolved.
- Recommend practical improvements, employee relations processes, leader resources, and communication approaches based on recurring themes.
- Help build repeatable practices that improve consistency, responsiveness, and confidence in employee relations support.
- Contribute to a disciplined, solutions-oriented employee relations operating model that supports both people and plant performance.
Required Qualifications
- Bachelor’s degree in Human Resources, Business, or a related field, or equivalent practical experience.
- 3–5 years of experience in Human Resources, employee relations, or manufacturing support roles, ideally in a fast-paced manufacturing or automotive environment.
- Demonstrated experience supporting leaders on employee issues, policy interpretation, performance coaching, and conflict resolution.
- Strong interpersonal judgment and emotional intelligence, with the ability to navigate sensitive situations with professionalism, empathy, and discretion.
- Strong verbal and written communication skills, including the ability to coach leaders clearly and document issues effectively.
- Working knowledge of employment-related requirements and workplace compliance considerations, including areas such as FLSA, OSHA, and EEO.
- Ability to identify risks early, apply sound judgment, and recommend practical, balanced solutions in a dynamic plant environment.
- Proven ability to build trust with frontline leaders, employees, and cross-functional partners while maintaining consistency and credibility.
- Ability to work effectively across shifts, adapt to changing business needs, and support urgent employee relations matters as they arise.
- This position requires full availability for on-call duty, including support for night shifts and weekend hours as needed.
Preferred Qualifications
- Experience supporting hourly workforces and frontline leadership in an automotive, industrial, or other high-volume production environment.
- Experience facilitating mediation, open door conversations, or other early-stage employee relations interventions.
- Exposure to structured problem-solving, continuous improvement, or standard work practices in a plant setting.
- Experience partnering with Employee Relations, HR Business Partners, EHS, Legal, or operations leaders on workplace issues.
- Familiarity with maintaining a compliant non-union/union employee relations environment.
Rivian
Employee Relations Specialist
Normal, Illinois
Added 2d ago10,000+ employees
Job functions:
3+ yrs exp.
Bachelor's degree in business
Full Time
Job Description
We are seeking an Employee Relations Specialist to strengthen frontline leadership capability, drive consistent employee relations practices, and help build a fair, respectful, high-performing workplace across our manufacturing operations.
This role sits at the intersection of People, employee relations, labor relations, policy execution, and day-to-day operational support. You will serve as a strategic partner to Group Leaders and Managers, helping them navigate employee concerns, provide coaching, engage in open-door interactions, resolve conflicts, and apply policies consistently and with sound judgment. You will also help identify trends, surface risks early, and support practical improvements that strengthen the employee experience and reduce workplace disruption.
This role is based onsite in Normal, IL. You will work closely with frontline leadership, People Business Partners, Labor Relations, Legal, EHS, and plant leaders, helping connect employee relations strategy to execution and supporting a scalable, disciplined operating model on the plant floor.
This role sits at the intersection of People, employee relations, labor relations, policy execution, and day-to-day operational support. You will serve as a strategic partner to Group Leaders and Managers, helping them navigate employee concerns, provide coaching, engage in open-door interactions, resolve conflicts, and apply policies consistently and with sound judgment. You will also help identify trends, surface risks early, and support practical improvements that strengthen the employee experience and reduce workplace disruption.
This role is based onsite in Normal, IL. You will work closely with frontline leadership, People Business Partners, Labor Relations, Legal, EHS, and plant leaders, helping connect employee relations strategy to execution and supporting a scalable, disciplined operating model on the plant floor.
Why This Role Matters
- Strengthen frontline leadership: Equip Group Leaders and Managers with practical coaching, guidance, and employee relations support so they can lead with consistency, fairness, and confidence.
- Resolve issues early: Support open-door interactions, conflict resolution, and day-to-day risk mitigation before concerns escalate into more disruptive employee relations matters.
- Protect consistency on the floor: Help ensure policies, corrective actions, and people practices are applied in a way that is equitable, compliant, and aligned across teams and shifts.
- Improve culture through action: Translate employee sentiment, recurring issues, and leader needs into practical recommendations that strengthen engagement, trust, and team performance.
Frontline Leadership Coaching & Support
- Serve as a day-to-day employee relations resource to Group Leaders and Managers on coaching, conduct concerns, open door interactions, and routine employee issues.
- Provide practical guidance on appropriate remedial actions, documentation, and next steps to support consistency, fairness, and sound decision-making.
- Coach leaders through difficult conversations and early-stage issue resolution, helping them address concerns clearly, respectfully, and in a timely way.
- Support leaders in balancing employee advocacy, operational needs, and policy expectations in a fast-moving manufacturing environment.
Conflict Resolution & Issue Management
- Support leaders in discussions to resolve workplace concerns quickly and constructively.
- Support leaders in mediating interpersonal and team-level conflicts in a way that preserves trust, reduces disruption, and supports production continuity.
- Assess employee concerns and help determine when issues can be resolved through coaching, mediation, or standard employee relations processes.
- Escalate more complex, sensitive, or high-risk matters appropriately in partnership with People and Labor Relations.
Policy Application, Compliance & Risk Mitigation
- Support leaders in interpreting and applying company policies, handbooks, and workplace expectations consistently across the plant floor.
- Provide guidance that helps maintain a compliant, respectful, non-union operating environment while reducing employee relations risk.
- Monitor recurring themes, conduct trends, and policy questions to identify areas where clearer guidance, stronger leader support, or process improvements are needed.
- Partner with People and business leaders to help strengthen consistency in employee relations practices across shifts, departments, and leader populations.
Engagement, Training & Culture Building
- Execute employee relations standard work that supports a positive, high-performing, and engaged workplace culture.
- Facilitate or support training for leaders on conflict management, policy application, workplace expectations, and employee relations best practices.
- Partner with leaders to support engagement initiatives, reinforce respectful workplace behaviors, and improve team health.
- Bring forward employee sentiment and on-the-ground insights to help leaders and People partners respond proactively.
Continuous Improvement & Operational Effectiveness
- Track employee relations patterns and leader support needs to help improve how issues are addressed, documented, and resolved.
- Recommend practical improvements, employee relations processes, leader resources, and communication approaches based on recurring themes.
- Help build repeatable practices that improve consistency, responsiveness, and confidence in employee relations support.
- Contribute to a disciplined, solutions-oriented employee relations operating model that supports both people and plant performance.
Required Qualifications
- Bachelor’s degree in Human Resources, Business, or a related field, or equivalent practical experience.
- 3–5 years of experience in Human Resources, employee relations, or manufacturing support roles, ideally in a fast-paced manufacturing or automotive environment.
- Demonstrated experience supporting leaders on employee issues, policy interpretation, performance coaching, and conflict resolution.
- Strong interpersonal judgment and emotional intelligence, with the ability to navigate sensitive situations with professionalism, empathy, and discretion.
- Strong verbal and written communication skills, including the ability to coach leaders clearly and document issues effectively.
- Working knowledge of employment-related requirements and workplace compliance considerations, including areas such as FLSA, OSHA, and EEO.
- Ability to identify risks early, apply sound judgment, and recommend practical, balanced solutions in a dynamic plant environment.
- Proven ability to build trust with frontline leaders, employees, and cross-functional partners while maintaining consistency and credibility.
- Ability to work effectively across shifts, adapt to changing business needs, and support urgent employee relations matters as they arise.
- This position requires full availability for on-call duty, including support for night shifts and weekend hours as needed.
Preferred Qualifications
- Experience supporting hourly workforces and frontline leadership in an automotive, industrial, or other high-volume production environment.
- Experience facilitating mediation, open door conversations, or other early-stage employee relations interventions.
- Exposure to structured problem-solving, continuous improvement, or standard work practices in a plant setting.
- Experience partnering with Employee Relations, HR Business Partners, EHS, Legal, or operations leaders on workplace issues.
- Familiarity with maintaining a compliant non-union/union employee relations environment.
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Top Industries Hiring
- Education
- Technology & Software
- Manufacturing
- Banking & Financial Services
- Automotive
Mid Level Employee Relations Manager Jobs: Frequently Asked Questions
How do I get a mid level employee relations manager job?
Position your experience around cases you owned independently, not tasks you supported. Highlight employee investigations you led, policy work you drove, and situations where you advised managers without supervision. Applications that show measurable outcomes, such as reduced grievance rates or faster resolution times, stand out. Tailor your resume to each posting's specific scope, whether that is labor relations, compliance, or conflict resolution.
Which companies hire mid level employee relations managers?
Companies hiring mid level employee relations managers right now include Pella Corporation, TikTok USDS Joint Venture, and California State University, based on current listings on Migrate Mate as of August 2026. Employers at this level tend to be mid-size to large organizations with established HR functions that need professionals who can handle complex employee matters with growing autonomy.
Are there remote mid level employee relations manager jobs?
Yes, though many roles still require some on-site presence given the hands-on nature of employee investigations and manager coaching. About 12% of mid level employee relations manager openings are remote or hybrid as of August 2026, so options exist for professionals who need flexibility without giving up substantive work.
How do I move up to a mid level employee relations manager role?
The path from entry level to mid level is built through deepening ownership over time. Start by taking full responsibility for lower-stakes investigations, then move into advising managers on complex situations. Building fluency in employment law, documenting measurable outcomes, and completing at least one significant policy or program contribution signals readiness for mid level expectations to future employers.
Which industries hire the most mid level employee relations managers?
Mid Level employee relations manager roles concentrate in Education, Technology & Software, and Manufacturing, based on current listings on Migrate Mate as of August 2026. These sectors tend to employ large, distributed workforces where consistent employee relations practices and trained mid level practitioners are essential to managing risk and maintaining workplace standards at scale.