Senior Employee Relations Manager

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Group 1001 is a consumer-centric, technology-driven family of insurance companies on a mission to deliver outstanding value and operational performance by combining financial strength and stability with deep insurance expertise and a can-do culture. Group1001’s culture emphasizes the importance of collaboration, communication, core business focus, risk management, and striving for outcomes. This goal extends to how we hire and onboard our most valuable assets – our employees.

Why This Role Matters:

The Senior Employee Relations Manager serves as a trusted advisor to supervisors and frontline leaders across various functions, with a heavy focus on customer service and technology teams. This individual contributor role focuses on proactive supervisor coaching, frontline employee development, and the creation and continuous improvement of HR policies and compliance programs that support a consistent and positive employee experience. The ideal candidate is equally comfortable in call center environments, as they are with software engineers, all the way to partnering with senior leadership teams.

It is of key importance that the Senior Manager embodies the core values of Group 1001: Innovation, Collaboration, Integrity, Excellence, Community, DEI, and Employees.

How You'll Contribute:

Supervisor & Leader Coaching

Partner with supervisors and people leaders—across operations, corporate, and technology teams—to strengthen leadership capability in employee relations, performance management, and communication.
Provide one-on-one coaching and develop leader toolkits that promote fair, consistent, and effective management practices.
Facilitate training sessions focused on feedback, accountability, and engagement to help leaders manage hybrid and distributed teams.

Employee Relations Case Management

Serve as a neutral, objective resource for resolving employee issues, ensuring fair and consistent application of company policies.
Conduct timely, thorough investigations into complaints, workplace conflicts, and potential policy violations.
Identify recurring themes and propose systemic solutions to minimize risk and improve workplace culture.

Employee Development

Support programs and initiatives that promote growth, learning, and career mobility for both frontline and technical employees.
Partner with leadership to identify skill gaps and recommend development strategies that strengthen engagement and retention.
Participate in the design of onboarding and recognition programs that reflect the needs of diverse employee groups—from call center representatives to software developers.

HR Compliance & Policy Management

Develop, maintain, and interpret HR policies and procedures, ensuring legal compliance and alignment with company culture.
Collaborate with Legal and Information Security to integrate technology-specific compliance considerations (e.g., remote work, data privacy, AI use in HR processes).
Conduct periodic audits, training, and policy refreshers to promote understanding and adherence across the organization.

Cross-Functional Collaboration

Partner with the Associate Director, ER, HR Business Partners and leaders of assigned groups to ensure consistent employee relations practices across all functions.
Analyze data and feedback from both operational and technical teams to inform policy updates, engagement strategies, and workforce planning.
Act as a liaison between HR and technology functions to align employee experience and compliance initiatives with evolving digital tools and platforms.

What We're Looking For:

Bachelor’s degree in Human Resources, Business Administration, or related field.
7+ years of progressive HR experience with a strong emphasis in employee relations, compliance, and policy creation.
Excitement and experience around facilitating employee and supervisory training.
Proven success supporting both frontline and technology organizations in a matrixed or fast-paced environment.
Strong knowledge of employment law, HR policy administration, and investigative best practices.
Skilled in coaching leaders, resolving conflict, and balancing empathy with business judgment.
Ability to navigate sensitive issues with discretion and communicate effectively across all levels of the organization.

It Is Helpful If You Have:

Experience supporting hybrid, remote, or technology-enabled workforces.
Exposure to agile, product, or digital transformation environments.
SHRM-CP, PHR, or equivalent HR certification preferred.

Benefits Highlights:

Employees who meet benefit eligibility guidelines and work 30 hours or more weekly, have the ability to enroll in Group 1001’s benefits package. Employees (and their families) are eligible to participate in the Company’s comprehensive health, dental, and vision insurance plan options. Employees are also eligible for Basic and Supplemental Life Insurance, Short and Long-Term Disability. All employees (regardless of hours worked) have immediate access to the Company’s Employee Assistance Program and wellness programs—no enrollment is required. Employees may also participate in the Company’s 401K plan, with matching contributions by the Company.

Group 1001, and its affiliated companies, is strongly committed to providing a supportive work environment where employee differences are valued. Diversity is an essential ingredient in making Group 1001 a welcoming place to work and is fundamental in building a high-performance team. Diversity embodies all the differences that make us unique individuals. All employees share the responsibility for maintaining a workplace culture of dignity, respect, understanding and appreciation of individual and group differences.

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