Director, Employee Relations

We go where others won't, taking on some of the biggest public health challenges to protect and enhance millions of lives, and create a better, more secure world.Here, you will join passionate professionals who advance their scientific, technical and professional skills to develop products designed-to protect and enhance life.

Job Summary

The Director, Employee Relations leads and executes workplace investigations across the organization. This role is accountable for managing the full lifecycle of investigations, overseeing accommodation processes, handling unemployment claims and hearings, and partnering with leaders on performance management. The Director, ER is a critical partner to HR Business Partners, Legal, Ethics & Compliance, and business leaders in resolving employee concerns, mitigating risk, and ensuring compliance with internal policies and employment laws.

The ideal candidate demonstrates excellent judgment and discretion in managing sensitive issues and determining when and how to escalate concerns appropriately. This role plays a key part in fostering a fair, inclusive, and legally compliant workplace culture.

Essential Functions

Employee Relations Investigations

• Lead and conduct investigations in response to a range of employee relations concerns, including harassment, discrimination, retaliation, attendance and other violations of rules, regulations, policies, and procedures.
• Manage the end-to-end investigative process: intake, scoping, interviews, evidence review, credibility assessment, and findings.
• Communicate regularly with stakeholders regarding pending investigations and provide timely, clear, and comprehensive investigation reports with supporting documentation; present findings and recommendations to HR, Legal, and senior leadership as needed.
• Partner with Legal and Compliance on investigations with potential legal or regulatory implications.
• Ensure investigations are consistent, timely, thorough, and legally compliant.
• Serve as a subject matter expert on a broad range of ER issues that could be subject to investigation, including HR policies and practices and relevant state and federal employment laws.
• Utilizes employee relations data to proactively identify trends, opportunities, challenges, and solutions to help drive operational and organizational excellence. Report out to stakeholders relevant data trends.

Accommodations Response & Processing

• Serve as the organization's lead for all accommodation-related matters across the U.S., Canada, and Ireland, including managing requests, facilitating the interactive process, and overseeing claims resolution.
• In the U.S., lead the end-to-end process for ADA accommodations, ensuring compliance with the ADA, FMLA, and related state laws.
• In Canada, oversee accommodations in accordance with applicable provincial human rights codes and duty to accommodate requirements.
• In Ireland, manage accommodations in alignment with the Employment Equality Acts and relevant health and safety legislation.
• Review and assess medical and supporting documentation across regions, engage in case-specific discussions with appropriate stakeholders, and make timely, well-reasoned accommodation decisions in compliance with local laws.
• Ensure thorough documentation of the interactive process, decisions, and outcomes in all jurisdictions, maintaining consistent standards and regulatory compliance.
• Partner closely with HRBPs, Legal, and relevant internal functions to apply accommodation and leave policies fairly and consistently across global operations.
• Collaborate with global HR and business leaders to ensure understanding and alignment on accommodation practices, and contribute to inclusive workplace strategies that support employees' ability to perform in their roles.

Unemployment Claims & Hearings

• Act as the point of contact for all unemployment claims, including drafting responses, coordinating documentation, and representing the company in hearings.

Performance Management

• Provide coaching, expertise and consultation to employees and managers in areas of behavior modification, conflict resolution and disciplinary issues in accordance with the values, policies and procedures of the Company.
• Partner with leaders to address performance concerns, including coaching documentation, performance improvement plans, disciplinary actions, and the separation process.
• Facilitate resolution of disputes, employee issues, and concerns with front line managers.
• Advise and provide support for annual talent and performance management initiatives.

Other Key Responsibilities

• Develop and deliver training on key ER topics including performance management, investigations, employment law compliance, disability awareness, and respectful workplace expectations.
• Partner with HR Compliance to create and update HR policies and procedures that pertain to employee relations; assist with training on compliance with policies and procedures.
• Provides leadership and team support for legal proceedings applicable to HR (EEO, DOL, etc.)
• Collaborate across HR to implement solutions that address root causes of ER issues and improve organizational effectiveness

Minimum Education, Experience, Skills

• Bachelor's degree required; JD or Master's degree in HR, Employment Law, or related field.
• 10+ years of progressive HR or employee relations experience, including significant experience conducting investigations and managing performance and ADA-related matters.
• Prior experience as an HR Business Partner supporting business functions directly, with a demonstrated ability to understand operational goals, coach leaders, and apply ER strategies in a business-aligned context.
• Strong functional knowledge of federal, state, and local employment laws including but not limited to Title VII, ADA, FMLA, and ADEA.
• Strong written and verbal communication skills, including report writing and presenting findings to senior leaders.
• Ability to gather, analyze, and synthesize information and data from multiple sources and summarize investigative findings.
• Ability to handle confidential information in a highly professional manner and escalate issues when appropriate.
• Experience partnering and influencing leaders and employees and establish strong cross-functional relationships at all levels and geographies.
• Experience working in a matrixed or highly regulated industry preferred.

#LI-REMOTE

If the hiring manager expresses an interest in interviewing you for the open position, you must discuss your interest in the open position with your current manager prior to an interview being scheduled.

U.S. Base Pay Ranges and Benefits Information

The estimated annual base salary as a new hire for this position ranges from $178,500-$216,000. Individual base pay depends on various factors such as applicant's education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on applicant's geographic location. Certain roles are eligible for additional incentive compensation, including merit increases, annual bonus, [and/or long-term incentives in the form of stock options.]

Additionally, Emergent offers a comprehensive benefits package*. Information regarding additional benefits can be found here: https://www.emergentbiosolutions.com/careers/life-at-emergent

(*Eligibility for benefits is governed by the applicable plan documents and policies).

If you are selected for an interview, please feel welcome to speak to a Human Resources Partner about our compensation philosophy and available benefits.