Employee Relations Manager

Aspect Retail Logistics, US Monroe, Ohio, United States

About this position


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At Aspect Retail Logistics, we keep our customers stores supplied with the everyday products customers depend on. Our high-volume grocery distribution center operates in a safety-first, team-driven environment where reliability, accuracy, and productivity matter.

Role Summary 

The Employee Relations Manager is accountable for building and sustaining a positive, productive, and cohesive workplace culture that supports both employees and organizational leaders. In this role, you act as a strategic advisor, offering expert guidance on complex workplace matters and coaching leaders to apply fair, consistent, and effective people practices.

A primary responsibility of this role is overseeing and conducting high‑risk or sensitive internal investigations, ensuring all concerns are addressed with objectivity, professionalism, discretion, and compliance. You will provide leadership on disciplinary processes, mediate conflicts, and deliver practical, business‑focused recommendations that mitigate risk and promote equitable outcomes.

By analyzing organizational data and workplace trends, identifying root‑cause issues, and developing proactive solutions, the Employee Relations Manager plays a critical role in preventing systemic challenges and advancing a healthy, inclusive, and high‑performing culture. You will collaborate closely senior leaders to enhance policies, strengthen leadership capability, and drive continuous improvement across the employee experience.

Key Duties & Responsibilities 

Investigation Management: Lead, coordinate, and document complex internal investigations involving harassment, discrimination, retaliation, code‑of‑conduct concerns, and policy violations, ensuring thoroughness, neutrality, and legal compliance. 
    Conflict Resolution: Serve as an impartial facilitator to resolve interpersonal conflicts and manager–employee disputes, using mediation techniques that promote fairness and restore productive working relationships. 
     Performance Consultation: Partner with leaders to develop effective Performance Improvement Plans (PIPs), coach them on delivering difficult feedback, and ensure performance processes are applied consistently and respectfully. 
     Disciplinary Actions: Advise leaders on progressive discipline and oversee involuntary termination processes to ensure decisions are legally defensible, aligned with company values, and handled with professionalism and dignity. 
     Trend Analysis: Analyze employee relations data, patterns, and root causes (e.g., turnover, recurring issues, departmental trends) to identify organizational “hot spots” and recommend targeted training, policy updates, or cultural interventions. 
     Policy Interpretation: Act as the subject matter expert on company policies and the Employee Handbook, ensuring consistent application across departments and reducing risk related to perceived favoritism or inequitable treatment. 
     Labor & Employment Law Compliance: Maintain up‑to‑date knowledge of federal, state/provincial, and local labor laws—including regulations related to wrongful termination, whistleblower protections, accommodation requirements, and collective activity—to guide decisions and mitigate organizational risk. 
     Leader Coaching: Provide guidance and confidence-building support to leaders on people‑management practices, helping them navigate sensitive or complex situations with empathy, clarity, and accountability. 
     Change & Risk Management: Evaluate workforce-related risks during reorganizations, leadership transitions, and cultural shifts, ensuring communication plans, timelines, and decisions support compliance and employee well-being. 
     Documentation & Reporting: Produce clear, accurate, and defensible documentation for investigations, disciplinary actions, and employment decisions, ensuring readiness for audits, regulatory inquiries, or legal review. 
     Relationship Building: Cultivate trusted, collaborative relationships with HR partners, employees, and leaders at all levels to strengthen organizational culture and improve employee experience.

    Culture: Promote a respectful, inclusive, and psychologically safe workplace by identifying culture barriers and partnering with leadership to implement improvement initiatives.

Competencies  

    Judgment & Objectivity
    Demonstrates impartiality, balanced judgment, and the ability to evaluate sensitive issues without bias, even under pressure or scrutiny.Advanced Analytical & Investigative Thinking
    Applies structured, logical analysis to complex situations; identifies root causes and patterns to support defensible conclusions.High‑Stakes Communication & De‑escalation
    Effectively diffuses tension, facilitates productive dialogue, and guides stakeholders toward constructive solutions in emotionally charged environments.Employment Law & Policy Expertise
    Maintains deep knowledge of employment legislation and organizational policy frameworks; interprets regulatory requirements to support compliant and consistent decision‑making.Written Communication
    Produces concise, accurate, and well‑reasoned written materials; adapts tone and detail level for audiences ranging from team members to senior leaders or legal counsel.Influential Leadership & Relationship Building
    Builds trust and credibility across all levels of the organization; influences outcomes through diplomacy, clarity, and sound reasoning.Coaching & Capability Development
    Guides leaders to strengthen their skill in addressing performance, workplace behavior, and cultural expectations; promotes consistent, effective people practices.Organizational Agility & Adaptability
    Adjusts approach quickly in response to emerging issues, shifting priorities, or organizational change; maintains effectiveness in a fast‑moving environment.Data Literacy 
    Understands HR metrics and uses analytical tools to identify trends, diagnose problems, and recommend proactive solutions.Technical Proficiency
    Uses HRIS platforms and productivity tools (e.g., ADP Workforce Now, Microsoft 365) to access data, organize information, and support streamlined work processes.Prioritization & Operational Discipline
    Manages multiple high‑sensitivity matters simultaneously; organizes workload effectively while maintaining accuracy and confidentiality.Cultural Awareness & Inclusion Mindset
    Recognizes the cultural factors influencing workplace dynamics; promotes fairness, respect, and psychological safety in all interactions and recommendations. 

Qualifications  

    Bachelor’s degree in Human Resources, Business, or a related field (Professional HR certification such as CHRP/CHRL/SHRM‑CP/SHRM‑SCP considered an asset). 7–10 years of progressive HR or Employee Relations experience, with demonstrated expertise managing complex workplace matters and advising leaders on sensitive issues.  

WHY JOIN US?

Work in an environment where safety is our first priorityThe opportunity to build a career with a growing companyMedical, dental, and vision coverage for you and your familyLife and disability insuranceWellness programs to support your family’s well-beingA Retirement Savings Program with a company matchCompany team wear allowanceCompany sponsored social eventsCommunity volunteering 

 

We are an equal opportunity employer committed to building and fostering a diverse workplace where people feel included and valued. We encourage applications from all qualified individuals. 

 

Where permissible under applicable state and local law, applicants may be subject to pre-employment drug test and background check after receiving a conditional offer of employment.