Employee Relations Manager
At a glance
Manager-level Employee Relations & Culture role at Fa Esgu Saasfaprod1. Minneapolis · full-time · $103,200–$154,800 base.
hrroles summary, based on the employer's posting.
What you'll do
- Lead and develop the employee relations team through daily coaching, guidance and support across investigations and case work
- Set team roles, priorities and staffing so employee relations work is organized and delivered efficiently
- Oversee investigations, performance matters, discipline and policy decisions to keep handling consistent and timely
- Handle sensitive, high-impact cases and advise leaders and HR partners on complex workforce decisions
- Use case trends and risk signals to guide HR decisions, update practices and coordinate sensitive matters with Legal and Compliance
What you bring
- At least eight years of progressive HR work, with substantial focus on employee relations, investigations and workplace risk
- A bachelor’s degree in human resources, business or a related area, or equivalent education and relevant experience
- A track record managing complex, high-risk employee relations cases, including investigations and policy violations
- Strong employment-law and compliance knowledge, with the ability to apply requirements to difficult workplace situations
Who this fits
This manager role suits someone who has led employee relations work and can coach senior leaders while handling complex cases. The position is hybrid in Minneapolis and includes travel of up to fifteen percent. You must already be authorized to work in the United States; visa sponsorship is unavailable.
From the employer
SUMMARY
Mortenson is seeking an Employee Relations Manager to lead the Employee Relations team, driving consistent execution, strengthening leader capability, and leveraging data insights to inform decision-making and risk mitigation at the organization level.
RESPONSIBILITIES
Lead a high performing Employee Relations team, driving performance and development by providing day-to-day coaching, direction, and support while building capability across investigations, case management, and leader consulting
Establish and optimize team operating model and discipline through clear role definition, workload prioritization, and efficient resource allocation
Ensure excellence in Employee Relations execution by overseeing consistent, timely, and high-quality delivery of investigations, performance management, discipline, and policy application across the organization
Own and evolve Employee Relations standards, processes, and governance to ensure alignment with compliance requirements, organizational needs, and industry best practices
Lead and oversee complex and high-risk Employee Relations matters by managing high-impact and/or executive-level matters and serving as a trusted escalation point
Serve as a strategic advisor to leaders and HR Business Partners, coaching and influencing to effectively navigate complex workforce issues and drive consistent, sound decision-making
Lead the use of Employee Relations data and insights to identify trends, inform HR and business decisions, and proactively mitigate organizational risk
Maintain and apply deep expertise in employee relations trends, regulatory developments, and legal updates, translating insights into applicable policy, practice, and enterprise strategy
Partner cross-functionally to manage organizational risk by working closely with Legal, Compliance, and business leadership on high-risk and sensitive matters
QUALIFICATIONS
Bachelor’s degree in human resources, business, or a related field or equivalent combination of education and relevant experience
Minimum 8 years of progressive HR experience, with a significant focus on employee relations, investigations, and workplace risk management
Demonstrated experience managing complex and high-risk employee relations matters, including investigations, performance management, and policy violations
Proven ability to coach and influence leaders at multiple levels, including senior leaders and HR Business Partners
Strong working knowledge of employment laws and compliance requirements and their application in real-world scenarios
Experience working in a large, multi-location or decentralized organization
Deep expertise in employee relations practices, including investigations, discipline, performance management, and conflict resolution
Strong knowledge of employment law and regulatory requirements (federal, state, and local), with the ability to apply them effectively in complex and high-risk situations
Comprehensive understanding of HR policies, procedures, and compliance frameworks, including accommodations, workplace conduct, and employee reporting/hotline processes
Understanding of organizational dynamics within a decentralized, project-based workforce, including both field and corporate environments
Working knowledge of Employee Relations data and analytics, with the ability to interpret trends, case metrics, and risk indicators to inform decision-making
Familiarity with integrated HR operating models, including partnerships across HRBPs, Centers of Excellence (COEs), Legal, and Security
Active listening skills and effective communication including an openness to diverse input and feedback
Ability to travel up to 15%
A few benefits offered include:
(for Non-Craft & Non-Union Craft working 25+ hours / week)
Medical and prescription drug plans that includes no additional cost vision coverage
Dental plan
401k retirement plan with a generous Mortenson match
Paid time off, holidays, and other paid leaves
Employer paid Life, AD&D, and disability insurance
No-Cost mental health tool and concierge with extensive work-life resources
Tuition reimbursement
Adoption Assistance
Gym Membership Discount Program
The base pay range for this role is $103,200 - $154,800. (Actual range is higher for the following office locations: Denver, CO and Chicago, IL – 5%, Seattle, WA, and Portland, OR – 10%, Washington, D.C. – 12.5%).
Base pay is positioned within the range based on several factors including an individual’s knowledge, skills, and experience, with consideration given to internal equity. This position is eligible for Mortenson’s incentive plan.
Please make note:
Visa sponsorship is not offered for this position.
Our postings are typically open a minimum of 5 days and an average of 44 days.
ABOUT MORTENSON
As a top builder, developer, and EPC (Engineering, Procurement, and Construction), our expertise spans markets like sports, renewable energy, data centers, healthcare, and more. We are builders at heart, working to ensure the built environment has a lasting positive impact.
Let’s Redefine Possible®
Equal Employment Opportunity
Your uniqueness brings new and creative perspectives to the team. Mortenson is committed to providing equal opportunities of employment (EOE) to all individuals, regardless of your race, religion, gender, national origin, age, veteran status, disability, marital status or any other legally protected category.
Other Items to Note
Mortenson reserves the right to hire any individual without legal or financial obligation on unwanted solicitations. No agency emails, calls, or solicitations are accepted without a valid agreement.
Must be currently legally authorized to work in the U.S. without sponsorship for employment visa status (e.g., H1B status, 0-1, TN, CPT, OPT, etc.). We are unable to sponsor or take over sponsorship of an employment Visa at this time.