Manager Employee Relations in Remote at Remote

Key Responsibilities & Performance Standards

The Manager of Employee Relations plays a critical role in shaping and sustaining a respectful, ethical, and legally compliant workplace culture aligned with OHSU’s Mission, Vision, and Code of Conduct. Through consistent policies, processes, and educational initiatives, this role fosters a culture of accountability, equity, and continuous improvement.

• Lead efforts to promote a values-driven culture by ensuring consistent interpretation and application of HR policies, procedures, and employee relations practices—including performance management, conflict resolution, discipline, grievances, and arbitrations.
• Apply a diversity, equity, and inclusion lens to identify organizational trends, design targeted interventions, and enhance the effectiveness of Employee Relations strategies.
• Serve as a trusted partner across the organization, delivering exceptional service and building collaborative relationships that support each mission area.
• Reviews and approves all trainings recommended to the director and learning and development that will be provided to the organization.

Manager Responsibilities:

• Provide strategic guidance and performance management for ACC team members, including Partners, Senior Partners, and Associate Partners.
• Support team members with case assignments and approvals for complex actions such as:
• Terminations
• Skipping discipline levels
• Last chance agreements
• Review summaries of findings for high-profile and large-scale investigations.
• Monitor departmental caseloads and assess case complexity and trends.
• Identify and address education needs for the ACC team, Human Resources, and the broader organization.
• Develop, manage, educate on, and refine assigned processes and procedures.
• Serve as a resource and subject matter expert for the ACC and OHSU Leadership teams.
• Provide regular feedback on team performance and development.
• Lead departmental change initiatives and approve escalated issues to ensure consistency and alignment with organizational goals.
• Manages ACC Partner, Sr. Partner, and Associate Partner performance, provides timely feedback, training and education, and completes performance evaluations.

ACC Metrics

• Analyze ACC performance data and case trends to deliver actionable insights that inform strategic decisions and operational improvements.
• Recommend enhancements to systems, tools, and educational initiatives that strengthen departmental effectiveness and support organizational goals.
• Apply strong analytical skills to interpret complex data, identify patterns, and advocate for team and departmental development aligned with enterprise initiatives.
• Review monthly metrics with Associate Partners and provide summary reports and recommendations to the Director.

Complex Case Management:

• Review all OCIC investigation findings and ensure disciplinary decisions processed by ACC are consistent, fair, and aligned with policy.
• Lead resolution of complex and sensitive employee and labor relations matters.
• Conduct investigations involving senior leadership across all areas of the organization, ensuring thoroughness and discretion.
• Collaborate with cross-functional partners—including HR, Labor Relations, Legal, OCIC, Integrity, and Public Safety—to ensure a comprehensive and unified approach to case resolution.
• Apply sound judgment and organizational awareness to navigate high-risk situations and support a respectful, compliant workplace culture.

Policy Reform and Projects:

• Oversee ACC-led projects to ensure alignment with organizational goals, including initiatives such as annual renewals, reductions in force, union notices, and standard operating procedure (SOP) development.
• Manage the annual renewal process by delegating tasks across the ACC team and reporting key updates, risks, and opportunities to the Director.
• Co-chair the HR Policy Committee, leading efforts to update, clarify, and implement HR policies and addendums.
• Develop and execute policy implementation strategies, including leader training, organizational communication, and union engagement.
• Ensure policies are consistently applied and clearly understood across the organization, reinforcing a culture of accountability and compliance.

• Master’s degree in related field, preferred.
• 2 years of management experience directly or indirectly over a group of HR professionals in the last 10 years is preferred
• Preferred experience in unionized healthcare, public, or educational environments.
• Proven ability to lead policy reform efforts, including planning, implementation, and leader education.
• Skilled in delivering training and education across diverse audiences within the organization.
• Strong cultural awareness and ability to navigate investigations with sensitivity to varying perspectives and experiences.
• Effective conflict resolution skills, with the ability to manage sensitive and emotionally charged situations with empathy and professionalism.
• HR Certification preferred