Sr. Director, Employee Relations

Dayforce is a global human capital management (HCM) company headquartered in Toronto, Ontario, and Minneapolis, Minnesota, with operations across North America, Europe, Middle East, Africa (EMEA), and the Asia Pacific Japan (APJ) region.

Our award-winning Cloud HCM platform offers a unified solution database and continuous calculation engine, driving efficiency, productivity and compliance for the global workforce.

Our brand promise - Makes Work Life Better™ - Reflects our commitment to employees, customers, partners and communities globally.


About the opportunity
The Senior Director, Employee Relations (ER) will lead the evolution of Dayforce’s Employee Relations function into a modern, data-driven, and globally consistent Center of Excellence. This leader will set the strategic direction for ER governance, frameworks, and capability-building while ensuring the organization maintains a culture of fairness, accountability, and respect.
This position requires a highly experienced professional with exceptional judgment, strong business acumen, and a passion for building scalable systems that balance compliance with culture. Approximately 70% of the role will focus on strategy, framework design, and leadership enablement, with 30% dedicated to oversight and direct engagement on complex or high-risk matters.
What you'll get to do
Strategic Leadership (≈70%)
• Define and implement the global Employee Relations vision, strategy, and operating model aligned with Dayforce’s culture, values, and business priorities.
• Design and govern enterprise-wide ER frameworks, policies, and procedures that ensure fairness, legal compliance, and consistency across all geographies.
• Establish scalable ER infrastructure, including case management standards, metrics, and governance mechanisms, enabling proactive risk identification and data-driven decision-making.
• Partner with senior HR and business leaders to anticipate and address workforce trends, influencing policy and practice to support engagement, performance, and accountability.
• Develop and execute ER training and enablement programs for HR Business Partners and people leaders, enhancing organizational capability in conflict resolution, performance management, and risk mitigation.
• Drive continuous improvement initiatives that elevate the ER function through modern practices, technology, and analytics.
• Serve as a strategic advisor to executives and HR leadership on workplace issues, organizational risk, and the ER implications of business decisions.
• Collaborate with Legal and Compliance to ensure alignment of ER practices with evolving laws and regulatory requirements across regions.
Operational & Advisory Leadership (≈30%)
• Oversee and, as needed, personally lead complex and high-risk workplace investigations (e.g., discrimination, harassment, retaliation, ethics concerns).
• Provide expert counsel on escalated performance management, disciplinary actions, and involuntary terminations, ensuring balanced, consistent, and fair outcomes.
• Partner with HR Business Partners and Legal on risk assessments, external claims, and separation strategies, applying sound judgment and attention to reputational impact.
• Coach and mentor ER professionals and HR partners to strengthen expertise, consistency, and confidence in managing employee relations issues.
• Analyze ER data and trends, preparing insights and recommendations to influence policy updates, leadership behavior, and organizational strategy.
• Partner on disability management and accommodations in collaboration with HR and Legal, ensuring compliance and a positive employee experience.
• Champion a culture of trust and accountability by modeling transparency, sound judgment, and balanced advocacy for both employees and the business.
Skills and experience we value
• Extensive expertise in Employee Relations, Labor Relations, and HR strategy, with a proven ability to navigate complexity, ambiguity, and sensitive organizational dynamics.
• Deep knowledge of employment and labor laws in North America; global experience (e.g., UK, Germany) preferred.
• Demonstrated success in building or modernizing ER frameworks and teams within large, multi-location organizations.
• Strong analytical and data literacy, with the ability to translate case insights and workforce trends into actionable recommendations.
• Exceptional communication and influence skills, capable of advising and coaching executives on high-impact matters.
• Proven leadership capability in developing and motivating high-performing ER teams and HR partners across geographies.
• Experience leveraging ER technology, case management tools, and analytics to drive operational excellence.
• A collaborative, inclusive leadership style that aligns wi