Employee Relations Manager

The Employee Relations Manager will oversee all aspects of employee relations within the organization, ensuring a positive and productive work environment. This role will focus on resolving workplace conflicts, conducting investigations, and maintaining compliance with labor laws and organizational policies. As a key liaison between employees, managers, and leadership, the HR Employee Relations Manager will partner with labor relations and training teams to address workplace issues, implement proactive strategies, and foster a culture of equity and respect.

• Employee Relations Leadership
• Act as the primary point of contact for employee and manager concerns, providing guidance and support on workplace issues.
• Manage and resolve complex employee relations matters, including grievances, workplace conflicts, and performance management issues.
• Conduct thorough investigations into allegations of misconduct, harassment, discrimination, and policy violations, ensuring compliance with legal and organizational standards.
• Draft comprehensive reports, including investigation summaries and disciplinary recommendations.
• Policy Guidance and Compliance
• Provide expert advice on organizational policies, procedures, and best practices to managers and employees.
• Ensure compliance with federal, state, and local labor laws, including ADA, FMLA, FLSA, and anti-discrimination regulations.
• Collaborate with labor relations teams to address union-related matters and maintain adherence to collective bargaining agreements.
• Training and Development
• Partner with the training department to identify trends in employee relations and develop proactive strategies to mitigate conflicts.
• Design and deliver training sessions on topics such as workplace conflict resolution, anti-harassment policies, and effective communication.
• Performance Management and Coaching
• Support managers in addressing employee performance issues through coaching, counseling, and the progressive discipline process.
• Use sound judgment to determine the appropriate level of intervention and escalate issues to senior leadership as needed.
• Recordkeeping and Reporting
• Maintain meticulous records of all employee relations cases, ensuring confidentiality and compliance with legal requirements.
• Provide regular updates to the Chief Human Resources Officer (CHRO) and other stakeholders on employee relations trends and insights.

• Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).
• 5+ years of experience in employee relations, conflict resolution, or a similar HR role.
• At least two years of employee relations experience in a unionized work setting
• Strong understanding of labor laws, employee rights, and workplace compliance standards.
• Exceptional written and verbal communication skills; bilingual skills are a plus.
• Proven ability to handle sensitive information with discretion and professionalism.
• Strong problem-solving and decision-making skills with the ability to de-escalate emotionally charged situations.
• Proficiency in Microsoft Office Suite and HRIS systems.
• Experience in a nonprofit or arts organization is highly desirable.

• Regularly required to sit, talk, and hear.
• Ability to work onsite 3-4 days per week.

The Metropolitan Opera believes that diversity is critical to our success and growth as a leading performing arts institution and we seek to recruit, develop and retain the most talented people from a diverse candidate pool. Our goal is to be a diverse workforce that is representative, at all job levels, of the communities we serve.

The Metropolitan Opera is an equal opportunity employer. We are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and existing employees without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, citizenship status, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, or any protected category prohibited by local, state or federal laws.