Mid Level Employee Relations Specialist Jobs
Mid level employee relations specialist jobs go to professionals ready to own investigations end to end, advise managers independently, and shape policy with minimal oversight. Roles run across Education, Technology & Software, and Manufacturing, with a mix of on-site, remote, and hybrid settings, and employers like Pella Corporation, TikTok USDS Joint Venture, and California State University hiring at this level now.
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Top stateCalifornia
Top employerPella Corporation
Top cityLos Angeles, CA
Work type88% On-site
Top industryEducation
Showing 5 of 26+ Mid Level Employee Relations Specialist 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.
See All 26 Mid Level Employee Relations Specialist Jobs
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Find JobsMid Level Employee Relations Specialist Job Market
Who's Hiring
Top Industries Hiring
- Education
- Technology & Software
- Manufacturing
- Banking & Financial Services
- Automotive
Mid Level Employee Relations Specialist Jobs: Frequently Asked Questions
How do I get a mid level employee relations specialist job?
Position your experience around ownership, not just participation. Highlight cases you led from intake through resolution, policies you helped revise, and managers you coached directly. Tailor your resume to show independent judgment, not just task completion. Mid level hiring managers want to see that you handled complex or sensitive situations with limited supervision and delivered measurable outcomes for the organization.
Which companies hire mid level employee relations specialists?
Companies hiring mid level employee relations specialists 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 large enough to have a dedicated employee relations function but active enough to need practitioners who can operate with real autonomy.
Are there remote mid level employee relations specialist jobs?
Yes, though availability varies by employer and role type. About 12% of mid level employee relations specialist openings are remote or hybrid as of August 2026, with fully remote roles more common at organizations that have distributed workforces or centralized HR teams. Roles involving on-site investigations or high-touch manager coaching are more likely to require in-person presence.
How do I move up to a mid level employee relations specialist role?
Growth into mid level comes from deepening your handling of increasingly complex issues, such as multi-party investigations, performance management, and policy interpretation, while demonstrating you can advise without constant guidance. Building a record of resolved cases, quantifiable impact, and trusted relationships with managers signals readiness. Taking on projects beyond your assigned workload and seeking feedback from senior practitioners accelerates the progression.
Which industries hire the most mid level employee relations specialists?
Mid Level employee relations specialist roles concentrate in Education, Technology & Software, and Manufacturing, based on current listings on Migrate Mate as of August 2026. These sectors tend to have large, complex workforces with compliance obligations and high volumes of employee concerns, creating steady demand for experienced practitioners who can work independently.