- Newly created team that is a blend of legacy employees and newly hired team to support the go-forward company structure now owned by Private Equity.
- Start-up company previously inside a 100-year-old financial services giant
- New entity is $4B+ in sales, global client base with Top 10 status in industry
WHAT THEY OFFER YOU
- Merit-based culture that rewards ownership, agility, and results
- The chance to help build a best-in-class finance function from the ground up
- Visibility to C-suite and operational leadership as they drive business performance
- High-impact role where your analysis shapes workforce strategy and cost optimization
- Unique opportunity to influence the intersection of operations, accounting, and people strategy
WHERE IT IS LOCATED
- Hybrid - 4 days on-site in Charlotte
WHAT YOU WILL DO
- Build and lead a newly created employee relations function, defining its charter, scope, and operating model.
- Design and clarify processes for how cases flow between HR Business Partners, the Employee Relations function, and Legal, including handoffs and escalation paths.
- Partner closely with the HRBP team (six HRBPs plus their manager) to transition employee relations work off their plates over time and enable them to focus on strategic business partnering.
- Collaborate extensively with the employment attorney to ensure compliance, evaluate risk, and align on approach for complex and sensitive matters.
- Handle and oversee employee relations cases, including investigations, manager coaching, and issue resolution, while leveraging existing case management tools.
- Develop and refine policies, procedures, and documentation related to employee relations, identifying gaps and creating needed processes.
- Operate effectively in a nuanced, “gray space” environment by articulating risks and options, influencing leaders’ decisions without acting as “HR police.”
HOW YOU ARE QUALIFIED
- Extensive, hands-on employee relations experience with strong expertise in investigations, coaching managers through complex issues, and navigating “gray space” scenarios (advising on risk without being the HR “police”).
- Demonstrated experience standing up or significantly building an employee relations function, including designing processes, handoffs with HRBPs, and alignment with Legal.
- Background in white-collar, professional services environments—ideally insurance, brokerage, wealth management, or private equity–backed organizations; not heavy hourly/retail or predominantly non-exempt workforces.
- Proven ability to partner closely and credibly with HR Business Partners (supporting multiple HRBPs) and employment counsel on sensitive and high-risk matters.
- Comfort influencing senior leaders in a culture that is not highly black-and-white, clearly framing options, risks, and potential outcomes.
- Experience working with an HR case management or employee relations tracking tool to document and monitor cases.
- Leadership capability to operate as a senior individual contributor initially, with the potential to help shape and grow the function as volume and needs evolve.
