Corporate Director - Employee Relations

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• Family-focused benefits  
• Wellness incentives 
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• And more 

Work Location: Atlanta, GA

The Corporate Director of Employee Relations leads the Employee Relations function for Emory Healthcare (EHC) and is a member of the broader People Leadership Team. This leader builds and develops the Advice and Counsel Center as a high-performing, engaged, and collaborative team; and sets the strategy, standards, and service model for how employee relations work is done across the enterprise.

The Director partners closely with People Team leaders, HR Business Partners, the Office of General Counsel, and senior leaders to resolve complex matters, reduce organizational risk, and create a workplace where every employee is treated fairly and with respect.

As EHC continues to grow and change, this leader brings steady judgment, a data-informed approach, and a strong focus on consistency, timeliness, and quality. The Director is a visible champion of the Advice and Counsel Center and ensures its work supports EHC's mission, values, and workforce priorities.

Strategy and service model:

• Develop and execute a multi-year Employee Relations strategy aligned with the People Team strategy and EHC's mission and goals
• Design and maintain a scalable service model with clear intake, triage, case ownership, and escalation paths so matters are handled consistently across hospitals, clinics, and corporate functions

Team leadership:

• Build, lead, and develop a high-performing Advice and Counsel Center team
• Hire strong talent, set clear goals and expectations, coach regularly, address performance directly, and create development paths and succession plans
• Build a team culture of accountability, collaboration, and care that sustains people through emotionally demanding work

People Team partnership:

• Serve as an engaged member of the People Leadership Team
• Contribute to shared priorities and decisions; align Employee Relations work with HR Business Partners, Talent Acquisition, Total Rewards, Learning, and HR Operations; and represent enterprise People Team direction with consistency and credibility

Investigations:

• Oversee and personally lead the most complex and sensitive investigations, including matters involving senior leaders, harassment, discrimination, retaliation, and workplace violence
• Set investigation standards, tools, and quality review practices so findings are thorough, timely, well documented, and defensible

Leader and HR advisory:

• Serve as a trusted advisor to senior leaders and HR Business Partners on performance management, corrective action, terminations, accommodations, leaves, and other complex employee matters
• Recommend practical, people-centered solutions that balance fairness, business needs, and risk

Organizational change:

• Provide Employee Relations leadership through restructures, reductions in force, integrations, and other organizational changes
• Partner on selection decisions, adverse impact review, WARN requirements, severance, and communication plans so changes are carried out fairly and in compliance with law

Policy and compliance:

• Own the development, review, and consistent application of employment policies and procedures
• Monitor changes in federal, state, and local employment law and translate them into clear, usable guidance for leaders and the People Team

Legal and agency matters:

• Partner with the Office of General Counsel and outside counsel on agency charges, government inquiries, position statements, litigation support, and settlement discussions
• Manage relationships with outside counsel and regulatory agencies on employee relations matters

Labor relations readiness:

• Monitor the labor relations environment, advise leaders on their rights and obligations under the National Labor Relations Act, and maintain readiness plans and leader education related to union organizing activity

Data, reporting, and insights:

• Own Employee Relations case management and reporting
• Track case volume, type, cycle time, outcomes, and repeat issues; identify trends by entity, department, and leader; and deliver regular, data-informed recommendations to the People Leadership Team and executive leaders

Prevention and capability building:

• Design and deliver training for leaders and HR team members on employee relations fundamentals, documentation, respectful workplace expectations, and difficult conversations
• Use trend data to move the function from reactive case handling toward early intervention and prevention

Employee voice and experience:

• Partner with engagement and culture efforts to strengthen employee listening channels, including open-door conversations, hotline reports, and exit feedback
• Ensure concerns are addressed, closed out, and used to improve the employee experience

Continuous improvement:

• Lead ongoing improvement of Employee Relations processes and technology, including case management systems and appropriate use of automation, to increase efficiency, consistency, and service quality

Additional Duties as Assigned.

Travel: Less than 10% of the time may be required.
Work Type: Hybrid employee - splits time between working remotely and working in the office.

Minimum Required Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of ten (10) years of progressive human resources experience, including at least seven (7) years focused on employee relations, labor relations, or employment practices.
• Minimum of five (5) years of people leadership experience, including building, leading, and developing a team of HR or employee relations professionals.
• Demonstrated experience conducting and overseeing complex, sensitive workplace investigations, including matters involving senior leaders.
• Experience managing employee relations in a large, complex, multi-site organization.

Preferred Qualifications:

• Juris Doctor (JD) or master's degree in Human Resources, Business, Labor Relations, or a related field (highly preferred).
• SHRM-SCP or SPHR certification.
• Workplace investigations certification, such as the Association of Workplace Investigators (AWI) certificate.
• Healthcare or academic medical center experience.
• Experience leading employee relations through significant organizational change, such as restructures, reductions in force, mergers, or integrations.
• Experience in both union-free and represented environments, including advising leaders during organizing activity.
• Experience building an employee relations function, including case management technology, standard operating procedures, and metrics.

Knowledge, skills, and ability requirements (preferred):

• Extensive knowledge of federal, state, and local employment laws, including Title VII, ADA, ADEA, FMLA, FLSA, NLRA, and WARN, and how they apply in a healthcare setting
• Proven ability to build and lead high-performing teams by setting high standards, developing talent, giving direct feedback, and holding people accountable with care
• Enterprise mindset and strong commitment to the People Team, with a willingness to put shared organizational goals ahead of functional priorities
• Sound judgment and composure in high-stakes, emotionally charged situations, with an unwavering commitment to confidentiality, fairness, and consistency
• Executive presence and the ability to influence and deliver difficult messages to senior leaders with credibility
• Exceptional written and verbal communication skills, including clear, concise investigation reports and leader guidance
• Strong analytical skills with the ability to turn case data into insights and action
• Change leadership skills and comfort leading through ambiguity, competing priorities, and a fast pace
• Growth mindset and a commitment to continuous learning for self and team

Key Performance Indicators (KPIs):

• Case cycle time: average days from intake to resolution by case type, measured against established targets
• Investigation quality: percentage of investigations meeting documentation and quality standards on periodic review
• Risk: volume and outcomes of agency charges and matters escalated to litigation
• Repeat issues: reduction in repeat cases by department and leader following intervention
• Client satisfaction: leader and HR Business Partner feedback on Employee Relations service quality and responsiveness
• Team health: engagement, retention, and development progress of the Advice and Counsel Center team
• Prevention: completion of leader training and measurable reduction in targeted issue types
• Insights: timely delivery of quarterly trend reporting and recommendations to the People Leadership Team

JOIN OUR TEAM TODAY! Emory Healthcare (EHC), part of Emory University (EUV), is the most comprehensive academic health system in Georgia and the first and only in Georgia with a Magnet® designated ambulatory practice. We are made up of 11 hospitals-4 Magnet® designated, the Emory Clinic, and more than 425 provider locations. The Emory Healthcare Network, established in 2011, is the largest clinically integrated network in Georgia, with more than 3,450 physicians concentrating in 70 different subspecialties.

PHYSICAL REQUIREMENTS (Medium Max 25lbs): up to 25 lbs., 0-33% of the work day (occasionally) Lifting 25 lbs. max; Carrying of objects up to 25 lbs.; Occasional to frequent standing & walking, Occasional sitting, Close eye work (computers, typing, reading, writing), Physical demands may vary depending on assigned work area and work tasks.

ENVIRONMENTAL FACTORS: Factors affecting environmental conditions may vary depending on the assigned work area and tasks. Environmental exposures include but are not limited to: Blood-borne pathogen exposure, Bio-hazardous waste chemicals/gases/fumes/vapors, Communicable diseases, Electrical shock, Floor Surfaces, Hot/Cold Temperatures, Indoor/Outdoor conditions, Latex, Lighting, Patient care/handling injuries, Radiation, Shift work, Travel may be required. Use of personal protective equipment, including respirators, environmental conditions may vary depending on assigned work area and work tasks.

Emory is an equal opportunity employer, and qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or other characteristics protected by state or federal law.

Emory Healthcare is committed to providing reasonable accommodations to qualified individuals with disabilities upon request. Please contact Emory Healthcare’s Human Resources at [email protected]. Please note that one week's advance notice is preferred.