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          Employee Relations Manager

          Tri-County Behavioral Healthcare
          Cleveland, TX 77327
          Full-time, Part-time
          Refer friends, get paid!

          Job Description

          Tri-County Behavioral Healthcare (TCBHC) is recruiting an Employee Relations Manager.  TCBHC is a non-profit and governmental healthcare entity, providing services to individuals with a mental health diagnosis and/or intellectual and developmental disabilities. TCBHC employs just under 500 employees and proudly offers a friendly and casual workplace environment.

          The Employee Relations Manager will support the organization with a focus on employee relations, investigations and conflict resolution.  The Employee Relations Manager will assist with supervisor training/development and partner with management on effective issuance of progressive discipline and performance management actions.

          Duties and Responsibilities:

          • Interpret policy and procedure, administer progressive discipline and provide employee relations support to management staff.
          • Serves as the initial contact and liaison for intake and assessment of employee complaints.
          • Conducts initial interviews and gathers information for employee relations matters such as harassment allegations, work complaints, and other concerns.
          • Perform investigations and seek legal counsel when applicable. 
          • Provides advice and counsel to managers and supervisors regarding personnel practices, policy and employment laws.
          • Responsible for processing terminations.
          • Ensures compliance with all state and federal employment laws.
          • Performs customer service functions by answering employee requests and questions.
          • Prepares correspondence related to investigations, discipline, terminations, etc. in a legally sound and professional manner.
          • May conduct exit interviews and analyze trends.
          • Responds to EEOC, TWC and other claims or requests for information.
          • Assists with various projects, as needed.
          • Performs other related duties as required and assigned.


          • Bachelor's Degree in Human Resources or related field preferred.
          • SHRM and/or HRCI certification preferred.
          • Minimum of 5 years' experience in Human Resources with specialized practice in the day-to-day management of Employee Relations.
          • Above-average knowledge of employment law and application.
          • Oral communication. Speaks clearly and persuasively in positive or negative situations, demonstrates group presentation skills and may conduct orientations.  Conflict resolution skill is needed. 
          • Excellent written communication skill a must, with attention to detail for spelling, grammar and context. Experience successfully writing various employer-driven and legal communication (such as investigation reports, progressive discipline documentation, termination letters, EEOC/TWC responses, etc.) is required.
          • Planning/organizing. Prioritizes and plans work activities, uses time efficiently and develops realistic action plans.
          • Adaptability. The individual adapts to changes in the work environment, manages competing demands and is able to deal with frequent change, delays or unexpected events.  May be expected to work longer hours in order to meet deadlines or in response to developing situations.
          • Dependability. The individual is consistently at work and on time, follows instructions, responds to management direction and solicits feedback to improve performance.
          • Experience working in a healthcare, governmental or non-profit field a plus.
          • Experience supervising others a plus.
          • May consider an applicant with less experience at a lower starting salary.
          • Applicants must have a valid Driver's License and be insurable through Tri-County. 

          Effective January 1, 2017 all Tri-County Behavioral Healthcare campuses are smoke free



          Employee Benefits


          Tri-County  is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. Tri-County  is committed to Affirmative Action and has an Affirmative Action Plan.

          The Texas Health and Safety Code, Section 533.007, allows Tri-County to check conviction records on applicants. Tri-County completes background checks in accordance with Texas State Health and Safety Code, Chapters 250-253: Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud. Tri-County  will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation.

          The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment: criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section 250.001, Local Government Code. Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process. Tri-County will also complete a driver's license check. All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals. All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation.

          Applicants who are selected for a position in the Criminal Justice/Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter.

          Applicants who have lived out of state for two or more years from the date of submission of this application must have a Federal background check by fingerprinting through the FBI if they are selected for a position.


          Consistent with the laws of the State of Texas, and notwithstanding any provision in an Arbitration Agreement, Tri-County's personnel rules, or any other writing that does not expressly purport to modify this specific Employee's employment at-will status, Employee's employment with Tri-County, regardless of specific job assignment, is, and shall remain, employment at-will.  Accordingly, Employee has, and will have, the right to resign from Center's employment at any time, with or without notice, and with or without cause.  Similarly, Tri-County may terminate Employee's employment at any time, with or without notice, and with or without cause.

          An Arbitration Agreement is not intended to, and does not alter Employee's at-will employment status with Tri-County.  Employee's at-will employment with Tri-County may only be modified by a separate written agreement that specifically states intent to make that specific change and is signed by Employee and Tri-County's Chief Executive Officer. 

          Any controversy or dispute between Employee and Tri-County or any of its constituent members, employees, officers, agents, affiliates, or benefit plans, arising from or in any way related to Employee's employment by Tri-County, or the termination thereof, including but not limited to the construction or application of this Agreement, shall be resolved exclusively by final and binding single-person arbitration administered by the American Arbitration ("AAA") under its Employment Rules then applicable to the dispute as modified to limit any arbitration to 120 days and to limit discovery to two depositions per side, each no longer than three hours, and to preclude any written discovery beyond fifteen requests for production.  Class and/or collective actions are waived and not permitted.

          Each Applicant must agree to arbitrate and to waive class and collective action participation and each Employee, without exception, must sign and agree to the terms of the Arbitration Agreement as a condition of employment with Tri-County.

          *Please print this page for a copy of this policy.


          I understand that, as a condition of my request that Tri-County consider my application and possibly hire me, I must agree to Tri-County's Policy of Dispute Resolution, which I understand requires that all disputes between applicants or employees and Tri-County, its constituent member entities, and/or its officials and/or employees must be resolved solely by arbitration, in accordance with Tri-County's Dispute Resolution Policy, a copy of which I have been provided with in this application and that such policy further requires I waive any right to participate in any class or collective action, either as  representative or member and that, instead, I must resolve any dispute, as an applicant or employee, through a single-party arbitration under the specific terms and conditions set forth in Tri-County's Dispute Resolution Policy.  I hereby acknowledge receipt of that Policy and agree to be bound by all of its terms in connection with the consideration of my application for employment and throughout my employment, including termination thereof, if I am hired. 

          Posting ID: 599919074Posted: 2021-01-16