Manager, Employee Relations & Employee Experience

Working at Regis University

As Regis employees, we embrace our Jesuit Catholic values of respect, inclusion and equity, and welcome employees, faculty and students from all faiths and cultures. Together, we perform our duties in alignment with the mission of the University and seek dedicated individuals to contribute to and strengthen that mission and our service to students. Why Work at Regis?

Job Summary:

The Manager of Employee Relations and Employee Experience leads employee relations and post-onboarding engagement through a relationship-centered approach. This role manages employee relations concerns, early performance follow-up, supervisor coaching, employee recognition, workplace climate evaluation, and separation processes. The Manager serves as the primary point of contact for employee relations concerns, using restorative practices to foster trust, accountability, clarity, and belonging throughout the university community.

The position partners closely with supervisors, HR colleagues, the Title IX Coordinator, and campus stakeholders to strengthen workplace climate, resolve concerns proactively, and ensure that employees feel supported from their first months at the university.

The ideal candidate is a collaborative and relationship-centered HR professional who approaches employee relations with a restorative mindset, emphasizing dialogue, learning, accountability, and growth. This individual brings a knowledge of employment laws and HR practices with a genuine interest in developing others through coaching, mentorship and partnership. The ideal candidate values continuous improvement, believes in the power of healthy communication, and is motivated by contributing to a community grounded in cura personalis.

Major Duties and Responsibilities:

Employee Relations & Restorative Practices

• Lead employee relations using restorative practices focused on dialogue, accountability, and strengthening relationships.

• Facilitate restorative conversations and conflict-resolution processes that help individuals and teams build trust, improve communication, and strengthen collaboration.

• Provide coaching to supervisors on management practices, conflict navigation, performance feedback, and maintaining a healthy workplace climate.

• Conduct thorough and objective employee relations assessments aligned with federal guidelines and university values.

• Collaborate with Title IX, EEO, and other offices when concerns intersect with compliance processes.

• Support employees and supervisors with clarity, empathy, and fairness as they navigate concerns or formal complaint pathways.

Training & Development Coordination

• Assess early-stage development needs for employees and coordinate training opportunities using existing HR resources, internal expertise and campus partners. 

• Support delivery of practical learning tools, supervisor coaching guides and knowledge-sharing opportunities that reinforce expectations and restorative communication practices. 

• Develop and launch an internal mentor program that serves as a formal employee development pathway and promotes belonging, professional growth and campus connection. Coordinates the matching of mentors and mentees, create program materials, and monitor relationships to ensure positive experiences. 

• Track participation, evaluate effectiveness, and recommend enhancements to strengthen individual and departmental development.

Employee Appreciation & Recognition

• Lead the development and coordination of campus-wide recognition initiatives that celebrate contributions and reinforce institutional values.

• Partner with HR colleagues and university leaders to design equitable and meaningful programs that enhance belonging and morale.

Employee Experience Beyond Onboarding

• Conduct 30-, 60-, 90-day, and 6-month check-ins to reinforce early success, address barriers proactively, and strengthen retention.

• Track initial review and probationary periods, follow up with supervisors to support timely evaluations and assist with clarification on performance expectations before issues escalate. 

• Identify patterns and share insights with HR leadership to improve the employee experience and organizational climate.

• Collaborate with Talent Acquisition to maintain alignment and continuity between onboarding, early performance expectations, and long-term engagement.

Offboarding, Separations & Transition Support