Senior Employee Relations Business Partner

Senior Employee Relations Business Partner 
(Non-union / Salary)

Department: Human Resources

Reports To: Employee Relations Manager

Location: Edwardsville, IL or Springfield, MO (must relocate within one to one and half years to Edwardsville location) 

FLSA Status: Exempt

Pay Range + other compensation components: $65,000-85,000

Benefits: Medical, Dental, Vision, STD, Thrift, Life Insurance 

Shift (if applicable): Regular office hours. Travel Expectation

Position Overview

The Senior Employee Relations Business Partner (Senior ERBP) serves as a key link between the Employee Relations Business Partner, Regional Senior Human Resources Managers, and Employee Relations Manager roles. Operating with a high degree of autonomy, this position supports employee relations activities across the organization.

The Senior ERBP provides guidance to managers and Human Resources teams on corrective action, conflict resolution, policy interpretation, and investigations, while supporting the Employee Relations Manager through strategic insights, process improvements, and initiative leadership. This role helps strengthen manager capability, improve employee experience, and reduce organizational risk.

Success in this role requires strong communication, analytical thinking, and the ability to remain effective in high-pressure situations. 

Key Responsibilities

Employee Relations Support

• Serve as a primary point of contact for employee relations matters within assigned territories, providing consultation on disciplinary actions, grievances, workplace conflicts, investigations, and escalated issues while ensuring consistent application of company policies and recommending solutions to emerging concerns.

Strategy, Insights & Initiative Leadership

• Identify emerging employee relations risks and partner with the Employee Relations Manager to implement proactive mitigation strategies.
• Translate trends and insights into actionable recommendations, including policy enhancements, manager development, and process improvements.
• Present findings and recommendations to support decision-making, reduce organizational risk, and address recurring issues through scalable, consistent solutions.
• Partner with the Employee Relations Manager and HR leaders to anticipate workforce challenges and implement preventative interventions.

Policy Development & Interpretation

• Lead or support the development, communication, implementation, and interpretation of HR policies and procedures while ensuring compliance with internal guidelines and external regulations. 
• Educate managers and employees on policy applications and best practices. 

Investigations & Case Management

• Conduct investigations into employee complaints, misconduct allegations, and policy violations, document findings, recommendations, and corrective actions with professionalism and confidentiality.
• Identify process or documentation gaps and recommend improvements to strengthen compliance and consistency.
• Maintain accurate records in the HR Case Management system (ServiceNow), support case tracking, and lead or assist with escalated or high-risk cases.

Unemployment Claims Management

• Review and assess unemployment claims within assigned territories to determine protest eligibility, gather supporting documentation, and file timely responses with state agencies. 
• Maintain accurate claim records in ADP and the HR Case Management system while tracking ongoing cases and outcomes.
• Represent the company in unemployment hearings by presenting evidence, coordinating witness testimony, and preparing management.
• Analyze hearing outcomes and claim trends, including win/loss rates, to improve documentation, compliance, risk mitigation, and overall case success strategies.

Additional Responsibilities

• Drives proactive employee relations initiatives that strengthen manager and Human Resources capabilities and improve the employee experience.
• Support Regional Sr. HR Managers with escalated employee relations concerns.
• Lead or assist in employee relations projects and initiatives as assigned.
• Collaborate with other segments of HR, departments, and locations to ensure alignment and consistency.
• Ability to lead or support development and improvement of employee relations processes and procedures.
• Partner with labor relations and legal teams as appropriate.
• Perform other duties as assigned. 
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