Senior Employee Relations Lead

Senior Employee Relations Lead

Astriom has an exciting opportunity for a Senior Employee Relations Lead on a hybrid work schedule in one of the following locations: Huntsville, AL; Arlington, VA; Colorado Springs, CO. This role serves as the organization's lead employee relations practitioner, providing guidance and consultation to HR Business Partners and business leaders while helping ensure employee relations matters are handled consistently, fairly, and in compliance with company policy and applicable law.

The Senior Employee Relations Lead monitors employee relations activity across the organization, advises HR Business Partners on complex workplace issues, and serves as the escalation point for sensitive or high-risk matters. The role independently manages complex investigations and employee relations cases while partnering with HR leadership and Legal to assess risk and support sound decision-making.

In addition to case management responsibilities, this position owns employee relations processes, tracking systems, reporting, and continuous improvement efforts. The role serves as a subject matter expert for employee relations programs, accommodations, workplace investigations, performance management, and related activities, helping strengthen organizational capability and reduce risk across the enterprise.

Required Qualifications / Skills

• Education: Bachelor's degree in Human Resources, Business Administration, Employment Law, Organizational Development, or a related field; equivalent combination of education and experience may be considered.
• Experience: 8+ years of progressive Human Resources experience, including at least 5 years focused on Employee Relations in a government contracting, defense, aerospace, engineering, or other highly regulated environment.
• Employee Relations Expertise: Demonstrated experience independently managing complex employee relations matters, including workplace investigations, performance management, corrective action, employee misconduct, employee separations, accommodations, and conflict resolution. Proven ability to drive timely, thorough, and well-documented resolution of employee relations issues while balancing employee experience, business needs, and organizational risk.
• Investigation Experience: Proven ability to conduct and document complex workplace investigations involving harassment, discrimination, retaliation, ethics concerns, policy violations, and other sensitive matters. Demonstrated track record of managing multiple investigations simultaneously, maintaining momentum on open cases, meeting established service-level expectations, and driving matters to timely, accurate, and well-supported resolution.
• Employment Law Knowledge: Deep knowledge of federal and state employment laws and regulations, including Title VII, ADA, PWFA, FMLA, FLSA, and other applicable employment requirements. Working knowledge of government contracting compliance requirements, including SCA/SCLS, OFCCP, VETS-4212, and applicable WARN Act obligations.
• Risk Assessment and Consultation: Demonstrated ability to assess organizational risk, exercise sound judgment, and partner effectively with HR leadership, Legal Counsel, and business leaders to resolve complex workplace issues.
• Leader Development and Coaching: Proven experience coaching and advising HR Business Partners, HR professionals, and business leaders on employee relations, accommodations, performance management, investigations, and workplace risk mitigation.
• Process and Systems Management: Experience managing employee relations case tracking systems, documentation standards, reporting processes, and compliance-related audits.
• Communication Skills: Exceptional written and verbal communication skills, including the ability to prepare audit-ready documentation, investigation reports, executive summaries, and presentations for senior leadership.
• Technical Skills: Proficiency with Microsoft Office applications, HRIS platforms, case management systems, and data reporting tools.

Responsibilities

Employee Relations Consultation and Case Management

• Serve as a primary employee relations resource for HR Business Partners, providing guidance on workplace concerns, investigations, corrective actions, performance management, separations, and other employee relations matters.
• Monitor employee relations activity across the organization to promote consistency, appropriate documentation, and alignment with company practices.
• Independently manage escalated, complex, and high-risk employee relations cases.
• Guide and/or prepare investigation summaries, findings, recommendations, and supporting documentation for HR leadership and Legal review.
• Partner with HR Business Partners, HR Directors, and Legal to assess risk and determine appropriate resolutions for sensitive matters.

Employee Relations Programs and Process Ownership

• Own and continuously improve employee relations workflows, templates, documentation standards, and case management practices.
• Administer employee relations tracking systems, including EthicsPoint, ensuring accurate records, timely follow-up, and meaningful reporting.
• Maintain processes related to workplace investigations, accommodations, performance improvement plans, involuntary terminations, contractual descopes, and workforce reduction activities.
• Conduct periodic audits of employee relations files and documentation to ensure quality, consistency, and compliance.

Subject Matter Expertise and Training

• Serve as the organization's subject matter expert for the accommodation process, providing guidance to leaders, HR staff, and HR Business Partners.
• Consult with managers and HR teams on performance management, corrective action, employee separations, and other workplace issues.
• Develop and deliver training for managers, HR Business Partners, and HR staff on employee relations practices, documentation, investigations, accommodations, and risk mitigation.
• Provide coaching and mentorship to junior HR professionals while partnering with senior HR leaders and Legal to ensure alignment with legal requirements and best practices.

Reporting and Risk Management

• Track and analyze employee relations trends, identifying recurring issues, areas of risk, and opportunities for improvement.
• Prepare reports, dashboards, and metrics for HR leadership, Legal, and executive stakeholders regarding employee relations activity, accommodations, investigations, and ethics concerns.
• Recommend process improvements and preventive measures that strengthen employee relations practices and reduce organizational risk.
• Serve as a member of cross-functional teams addressing workplace risk, insider threat concerns, and other sensitive employee matters requiring employee relations expertise.