Employee Relations Principal

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Department Summary:

The Employee Relations Principal serves as a strategic leader within the Employee Relations team, setting the standard for excellence in workplace conduct and performance management. As a trusted advisor to executive leadership and a mentor to Employee Relations staff, the Principal oversees complex investigations, high-impact employee disputes, and sensitive policy matters with the utmost integrity and discretion. This role is responsible for partnering with leadership to shape and implement the organization’s employee relations strategy, ensuring all practices are fair, legally compliant, and deeply aligned with our mission and values. The Employee Relations, Principal partners with senior human resource management and legal teams to design and administer progressive discipline frameworks, resolve escalated concerns, and drive accountability at all levels, while cultivating a culture of respect, inclusion, and continuous improvement. Through thought leadership, coaching, and expert guidance, the Employee Relations Principal empowers the team and organization to proactively address challenges and foster a positive, value-driven workplace environment.

Roles & Responsibilities:

Workplace Behavior & Conduct

• Act as the primary advisor to executive leadership on complex workplace behavior issues, including misconduct, insubordination, and performance concerns.
• Lead impartial investigations into employee and leadership complaints, ensuring thorough documentation, advanced interviewing, and fact-based conclusions.
• Guide leaders on appropriate corrective actions, balancing fairness, organizational precedent, and legal considerations.

Disciplinary Process & Performance Accountability

• Manage and improve the progressive discipline process for all staff levels, ensuring consistency, proper documentation, and compliance with policies and laws.
• Coach managers and HR team members on handling sensitive performance conversations, including terminations and executive separations.
• Draft and review disciplinary documents (e.g. warnings, separation letters) with legal and ethical precision.

Employee Support & Risk Mitigation

• Provide clear guidance to employees and leaders on complaint procedures and behavioral expectations.
• Identify and mitigate risks related to employee and leadership behavior, collaborating with legal counsel and executive leadership on high-impact issues.
• Serve as the escalation point for complex or high-risk matters, coordinating cross-functional teams as needed.

Training & Capacity Building

• Develop and deliver training programs for managers and HR professionals on documentation, corrective action, and respectful leadership.
• Promote early intervention strategies to address workplace concerns proactively and reduce organizational risks.

Data-Driven Insights & Continuous Improvement

• Drive adaptation of a new platform to help manage employee relations and workplace investigations more effectively.
• Maintain accurate and confidential records of disciplinary and conduct-related matters to ensure legal defensibility and data integrity.
• Analyze trends in workplace behavior and policy violations, using metrics to identify areas for improvement and inform strategic decisions.
• Provide leadership with data-driven insights and recommendations to enhance organizational health, reduce risks, and foster a culture of accountability.

Basic Qualifications:

• Typically requires a minimum of 10 years of related experience with a Bachelor’s degree in Human Resources, Employment Law, Business Administration, or related field; or 8 years and a Master’s degree; or a PhD with 5 years’ experience; or equivalent combination of related education and work experience.
• 8+ years of progressive experience in employee relations, workplace investigations, or HR compliance.
• Demonstrated expertise in conducting complex and sensitive workplace investigations, including those involving senior leadership.
• In-depth knowledge of federal, state, and local employment laws and regulations.
• Proven ability to interpret and enforce workplace policies, codes of conduct, and disciplinary processes.
• Experience advising and partnering with senior leaders and executives on employee relations matters.
• Exceptional written and verbal communication skills, including the ability to draft legally sound disciplinary and separation documents.
• Strong analytical skills with experience interpreting data and trends related to workplace conduct.
• High level of integrity, discretion, and confidentiality in handling sensitive matters.
• Must be eligible to obtain and maintain a secret clearance.
• Per the U.S. Government’s eligibility requirements, you must be a U.S Citizen to be considered for a security clearance.
• This position requires a minimum of 50% hybrid on-site.

Preferred Qualifications:

• Master’s degree in Human Resources, Business Administration, Law, or a related discipline.
• Professional certification such as SHRM-SCP, SPHR, or similar.
• Experience collaborating with outside legal counsel on high-risk or escalated employee relations matters.
• Track record of mentoring and developing HR or Employee Relations professionals.
• Experience designing and delivering advanced training programs for managers and HR staff.
• Demonstrated success in leading organizational change initiatives related to workplace culture, policy, or compliance.
• Experience in a large, complex, or multi-site organization.
• Advanced conflict resolution, negotiation, and risk mitigation skills.
• Familiarity with HR information systems and case management tools.

This requisition requires the candidate to have a minimum of the following clearance(s):

None

This requisition requires the hired candidate to have or obtain, within one year from the date of hire, the following clearance(s):

Secret

Salary compensation range and midpoint:

$140,500 - $175,500 - $210,500 Annual

Work Location Type:

Hybrid

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Commitment to Non-Discrimination

All qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran or any other status protected by applicable federal, state, local or international law.

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