Senior Employee Relations Consultant

Position Description

Base pay is influenced by several factors including a candidate’s qualifications, relevant experience, and anticipated contributions to meet the needs of the business, along with internal pay equity and external market-driven rates. The salary range displayed has not been adjusted for geographical location. This range has been created in good faith based on information known to Capital Blue Cross at the time of posting and may be modified in the future. Capital Blue Cross offers a comprehensive benefits packaging including Medical, Dental & Vision coverage, a Retirement Plan, generous time off including Paid Time Off, Holidays, and Volunteer time off, an Incentive Plan, Tuition Reimbursement, and more.   

At Capital Blue Cross, we promise to go the extra mile for our team and our community. This promise is at the heart of our culture, and it’s why our employees consistently vote us one of the “Best Places to Work in PA.”

This role is responsible for providing consistent support, guidance, and resolution to Managers and Employees for a wide range of employee relations matters.

This role plays a key part in promoting a positive work environment by supporting management and staff on HR policies, employee communication and engagement, handling workplace concerns, and ensuring compliance with employment laws and organizational policies.

This position will support the management of policies, programs, and procedures meant to foster positive relations between employees and the organization.

This role will lead and resolve workplace matters through conflict resolution and/or disciplinary action adhering to company policies and procedures as well as local, state, and federal regulations.

This is a visible cross-functional position which works with all levels across the enterprise and requires a consultative and collaborative approach with strong drive for results and follow-through.

Responsibilities and Qualifications

• Serve as primary resource for managers, employees, HR Business Partners, and HR centers of excellence on employee relations matters, including workplace concerns, conflict, misconduct, policy interpretation, performance issues, corrective action, and terminations.
• Lead impartial, timely, and well-documented workplace investigations involving sensitive or complex allegations, including harassment, discrimination, retaliation, workplace conduct, policy violations, ethics concerns, and other employee complaints.
• Coach leaders through difficult employee situations, helping them address issues directly, consistently, and with appropriate documentation and follow-through.
• Interpret and apply employment policies, procedures, and applicable federal, state, and local employment laws to support fair, consistent, and compliant decision-making.
• Monitor employment legislative and regulatory changes at the federal and state levels across the U.S. In consultation with Legal, Compliance, and other key partners, assess potential impacts and implement needed updates to company policies, processes, leader guidance, and employee communications.
• Partner with Legal, Compliance, and other internal stakeholders on employee-related matters, including claims, external inquiries, document requests, and related case preparation.
• Maintain accurate, timely, and confidential employee relations case records, including investigation files, decision rationale, corrective action documentation, and accommodation-related escalation documentation.
• Use employee relations data, case trends, themes, and root-cause analysis to identify risk areas, recurring manager capability gaps, policy inconsistencies, and opportunities for prevention.
• Prepare reports, insights, and recommendations for HR leadership and business partners while preserving confidentiality and appropriate need-to-know access.
• Continuously improve ER processes, templates, workflows, and service standards to drive consistency, quality, timeliness, and risk mitigation.
• Review and provide guidance on escalated ADA, FMLA, pregnancy, religious accommodation, medical restriction, return-to-work, fitness-for-duty, and leave-related employee concerns.
• Partner with Leave Administration or the responsible administrator on case facts, medical documentation status, essential job functions, operational impact, prior decisions, and available options.
• Ensure accommodation matters are reviewed individually and supported by an appropriate interactive process, including consideration of reasonable accommodations, alternative accommodations, essential job functions, and undue hardship when applicable.

Location: 

• This position is classified hybrid, which requires onsite work on Tuesdays and Wednesdays. 

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