Torchora
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Key Responsibilities and Required Skills for ER Team Lead

💰 $ - $

🎯 Role Definition

As the ER Team Lead, you will serve as the cornerstone of our employee relations function. You will not only manage a portfolio of the most sensitive and complex employee cases but also mentor, guide, and develop a talented team of ER specialists. This role demands a unique blend of deep legal/policy expertise, compassionate leadership, and strategic thinking. You will be a trusted advisor to leaders and HR partners, using data-driven insights to identify trends and implement proactive solutions that mitigate risk and enhance the employee experience. Your leadership will be instrumental in upholding our company's values and ensuring fair, consistent, and respectful treatment for all employees.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Senior Employee Relations Specialist
  • HR Business Partner with a strong ER focus
  • Employment Law Paralegal or Attorney

Advancement To:

  • Employee Relations Manager / Senior ER Manager
  • Director of Employee Relations
  • Director of Human Resources

Lateral Moves:

  • Senior HR Business Partner
  • HR Compliance Manager
  • Ethics & Compliance Manager

Core Responsibilities

Primary Functions

  • Lead, mentor, and develop a team of Employee Relations Specialists, providing daily guidance, regular coaching, and formal performance management.
  • Manage a personal caseload of the most complex, high-risk, or senior-level employee relations investigations, including allegations of harassment, discrimination, retaliation, bullying, and other serious policy violations.
  • Oversee the end-to-end case management process for the entire team, ensuring investigations are conducted and documented in a timely, thorough, and objective manner.
  • Provide expert consultation, coaching, and interpretation of company policies and employment laws to managers and HR Business Partners.
  • Partner closely with in-house and external legal counsel to assess risk, formulate investigation strategies, and ensure compliance with federal, state, and local regulations.
  • Review and approve recommendations for disciplinary actions, Performance Improvement Plans (PIPs), and involuntary terminations to ensure fairness, consistency, and sound documentation.
  • Act as the primary escalation point for the ER team, providing sound judgment and decisive leadership on challenging cases and ambiguous situations.
  • Develop, refine, and implement employee relations policies, investigation protocols, and standardized procedures to reflect best practices and legal updates.
  • Facilitate formal and informal conflict resolution and mediation sessions between employees and managers to restore and improve working relationships.
  • Analyze ER case data and metrics to identify trends, hotspots, and systemic issues, presenting findings and recommendations to HR and business leadership.
  • Design and deliver engaging training programs for managers and employees on topics such as preventing harassment, conducting effective performance management, and navigating difficult conversations.
  • Manage the company's response to formal agency charges (e.g., EEOC, DOL) and assist legal counsel with litigation support and discovery as required.
  • Champion and model a culture of respect, integrity, and accountability across all levels of the organization.
  • Collaborate with HR Business Partners, Legal, and business leaders to implement proactive ER strategies and solutions that support organizational goals.
    bubbles Oversee the interactive process for employee accommodation requests, ensuring compliance with the ADA, FMLA, and other relevant disability and leave laws.
  • Serve as a subject matter expert on ER matters during organizational change initiatives, such as restructures or reductions in force.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis to answer critical questions from leadership.
  • Contribute to the organization's broader HR and data strategy by providing an ER-focused perspective.
  • Collaborate with business units to understand their unique ER challenges and tailor support and proactive interventions accordingly.
  • Participate in cross-functional HR projects, such as annual policy reviews, HR system implementations, or engagement survey action planning.
  • Monitor external trends, court decisions, and new legislation in employment law to ensure the company remains compliant and proactive.
  • Develop and maintain a repository of standardized templates, letters, and documentation to drive consistency for the ER function.
  • Partner with the internal communications team to help craft and review messages related to policy changes, cultural initiatives, or other sensitive employment topics.
  • Manage relationships with third-party vendors for ER-related tools, such as case management systems or background check providers.

Required Skills & Competencies

Hard Skills (Technical)

  • Deep subject matter expertise in federal, state, and local employment laws (e.g., Title VII, ADA, ADEA, FMLA, FLSA).
  • Proficiency with HRIS (e.g., Workday, SAP SuccessFactors) and ER case management software (e.g., ServiceNow HR, Convercent).
  • Proven mastery of conducting and leading fair, objective, and legally sound workplace investigations.
  • Strong data analysis and reporting skills, with the ability to derive insights and narratives from ER metrics.
    bubbles Experience in developing and implementing HR policies, procedures, and best practices.
  • Excellent documentation skills, with an ability to write clear, concise, and comprehensive investigation reports.
  • Knowledge of project management principles and experience leading process improvement initiatives.

Soft Skills

  • Exceptional interpersonal and communication skills, with the ability to influence and build trust at all organizational levels.
  • High degree of empathy, emotional intelligence, and objectivity.
  • Proven leadership and team development capabilities, with a passion for coaching and mentoring others.
  • Superior conflict resolution, negotiation, and mediation abilities.
  • Excellent critical thinking, judgment, and decision-making skills, especially when operating in ambiguous situations.
  • Utmost integrity and discretion, with a proven ability to handle highly confidential and sensitive information.
  • High level of resilience and the ability to remain calm and composed under pressure.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's degree from an accredited university.

Preferred Education:

  • Master’s Degree in Human Resources, Industrial/Labor Relations, or a related field.
  • Juris Doctor (JD) with a focus on employment law.
  • HR Certification (e.g., SHRM-SCP, SPHR).

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Law
  • Psychology or Sociology

Experience Requirements

Typical Experience Range: 7-10 years of progressive Human Resources experience, with at least 5 of those years in a dedicated Employee Relations role. A minimum of 2 years of formal or informal leadership experience (e.g., team lead, project lead, mentoring junior staff) is required.

Preferred: Experience leading a team of ER or HR professionals in a complex, multi-state, or global organization.

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