Georgia Department of Public Health
Employee Relations Manager
Georgia Department of Public Health, New York, New York, United States
Employee Relations Manager
Georgia Department of Public Health
Location:
Richardson Health Center
Division/Department:
Human Resources
Salary Information:
$73,739.76 Annually / Pay Grade N / Job Code HRM01
Benefits Include:
13 Paid Holidays
3 Weeks Annual Leave
3 Weeks Sick Leave
Flexible Schedules within core working hours M-F 8:15am-5pm
Pension Plan
Employer 401K Match
Payroll Deductible Health Benefits
Payroll Deductible Flex Benefits
Flexible Spending Accounts
Worksite Wellness
Diverse Workforce
Opportunities for Growth
Hybrid teleworking option for eligible positions after probation
Job Responsibilities The Employee Relations Manager is responsible for fostering a fair, respectful, and legally compliant workplace by overseeing all aspects of employee relations and guiding leaders through complex personnel matters.
Employee Relations & Leader Support
Manage the agency’s grievance process and serve as the primary point of contact for employee relations concerns, ensuring thorough, timely, and unbiased resolution.
Conduct and manage workplace investigations, including interviews, documentation, findings, and recommendations.
Coach and advise leaders on effective employee relations practices, conflict resolution, and team engagement strategies.
Guide managers through the progressive discipline process, ensuring consistency, fairness, and appropriate documentation.
Provide information and guidance to employees and leaders regarding policies, practices and regulations.
Lead and facilitate the performance management cycle, including goal setting, performance reviews, and corrective action.
Leave, Accommodation & Compliance Management
Oversee FMLA, leave of absence (LOA) programs, and return-to-work processes to ensure legal compliance and effective case management.
Lead the interactive process and documentation for ADA accommodations.
Administer Workers’ Compensation and Short-Term Disability programs, partnering with external vendors as needed.
Lead the organization’s unemployment claims process, including responses, documentation, and hearings.
Manage full-cycle claims resolution with regulatory agencies such as DOL and EEOC.
HR Operations & Special Projects
Conduct and manage desk audits to ensure proper job classification.
Support HR compliance efforts, ensuring policies and practices meet federal, state, and local regulations.
Lead or participate in HR-related special projects, policy development, and process improvements.
Maintain detailed and accurate documentation to support audits, investigations, and compliance initiatives.
Other duties as assigned.
Key Competencies
Effective Communication: Exceptional interpersonal verbal and written communication skills with ability to convey complex information clearly, professionally, and with appropriate sensitivity.
Analytical & Problem‑Solving: Skilled at gathering facts, approaching challenges with analytical thinking and informed judgment, providing practical and equitable solutions.
HR Compliance: Extensive knowledge of federal and state employment laws, regulations, and HR best practices.
People Leadership: Influences and guides leaders with confidence, credibility, and a collaborative mindset.
Accountability & Integrity: Takes ownership of decisions and outcomes, follows through, exercises considerable judgment with a high level of integrity, honesty and confidentiality.
Strong Emotional Intelligence & Equity‑Minded: Demonstrates empathy, active listening, and a commitment to inclusive and fair practices to support a diverse workforce.
Detail‑Oriented and Organized: Excellent organizational and time‑management skills while ensuring accuracy in documentation, investigations, and compliance‑critical tasks.
Proactive: Anticipates employee needs and HR risks, and takes initiative to prevent issues before they arise.
Conflict Resolution: Ability to mediate disputes, manage grievances, and conduct investigations making objective and well‑supported recommendations.
Minimum Qualifications
High school diploma/GED and four (4) years of managerial or supervisory experience in human resources or Two (2) years of experience required at the lower level Manager, Human Resources (HRM010) or position equivalent.
Note: An equivalent combination of knowledge, education, job or internship experience, training, or certifications that provides the necessary knowledge and skills to successfully perform the job may be substituted year‐over‑year.
Additional Information: Bachelor’s degree in human resources or another related field. SHRM‑CP/SCP, PHR/SPHR. 10+ years’ experience in human resources with at least 5 years’ experience in employee relations.
Seniority Level Mid‑Senior level
Employment Type Full‑time
Job Function Human Resources
Industries Public Health
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Location:
Richardson Health Center
Division/Department:
Human Resources
Salary Information:
$73,739.76 Annually / Pay Grade N / Job Code HRM01
Benefits Include:
13 Paid Holidays
3 Weeks Annual Leave
3 Weeks Sick Leave
Flexible Schedules within core working hours M-F 8:15am-5pm
Pension Plan
Employer 401K Match
Payroll Deductible Health Benefits
Payroll Deductible Flex Benefits
Flexible Spending Accounts
Worksite Wellness
Diverse Workforce
Opportunities for Growth
Hybrid teleworking option for eligible positions after probation
Job Responsibilities The Employee Relations Manager is responsible for fostering a fair, respectful, and legally compliant workplace by overseeing all aspects of employee relations and guiding leaders through complex personnel matters.
Employee Relations & Leader Support
Manage the agency’s grievance process and serve as the primary point of contact for employee relations concerns, ensuring thorough, timely, and unbiased resolution.
Conduct and manage workplace investigations, including interviews, documentation, findings, and recommendations.
Coach and advise leaders on effective employee relations practices, conflict resolution, and team engagement strategies.
Guide managers through the progressive discipline process, ensuring consistency, fairness, and appropriate documentation.
Provide information and guidance to employees and leaders regarding policies, practices and regulations.
Lead and facilitate the performance management cycle, including goal setting, performance reviews, and corrective action.
Leave, Accommodation & Compliance Management
Oversee FMLA, leave of absence (LOA) programs, and return-to-work processes to ensure legal compliance and effective case management.
Lead the interactive process and documentation for ADA accommodations.
Administer Workers’ Compensation and Short-Term Disability programs, partnering with external vendors as needed.
Lead the organization’s unemployment claims process, including responses, documentation, and hearings.
Manage full-cycle claims resolution with regulatory agencies such as DOL and EEOC.
HR Operations & Special Projects
Conduct and manage desk audits to ensure proper job classification.
Support HR compliance efforts, ensuring policies and practices meet federal, state, and local regulations.
Lead or participate in HR-related special projects, policy development, and process improvements.
Maintain detailed and accurate documentation to support audits, investigations, and compliance initiatives.
Other duties as assigned.
Key Competencies
Effective Communication: Exceptional interpersonal verbal and written communication skills with ability to convey complex information clearly, professionally, and with appropriate sensitivity.
Analytical & Problem‑Solving: Skilled at gathering facts, approaching challenges with analytical thinking and informed judgment, providing practical and equitable solutions.
HR Compliance: Extensive knowledge of federal and state employment laws, regulations, and HR best practices.
People Leadership: Influences and guides leaders with confidence, credibility, and a collaborative mindset.
Accountability & Integrity: Takes ownership of decisions and outcomes, follows through, exercises considerable judgment with a high level of integrity, honesty and confidentiality.
Strong Emotional Intelligence & Equity‑Minded: Demonstrates empathy, active listening, and a commitment to inclusive and fair practices to support a diverse workforce.
Detail‑Oriented and Organized: Excellent organizational and time‑management skills while ensuring accuracy in documentation, investigations, and compliance‑critical tasks.
Proactive: Anticipates employee needs and HR risks, and takes initiative to prevent issues before they arise.
Conflict Resolution: Ability to mediate disputes, manage grievances, and conduct investigations making objective and well‑supported recommendations.
Minimum Qualifications
High school diploma/GED and four (4) years of managerial or supervisory experience in human resources or Two (2) years of experience required at the lower level Manager, Human Resources (HRM010) or position equivalent.
Note: An equivalent combination of knowledge, education, job or internship experience, training, or certifications that provides the necessary knowledge and skills to successfully perform the job may be substituted year‐over‑year.
Additional Information: Bachelor’s degree in human resources or another related field. SHRM‑CP/SCP, PHR/SPHR. 10+ years’ experience in human resources with at least 5 years’ experience in employee relations.
Seniority Level Mid‑Senior level
Employment Type Full‑time
Job Function Human Resources
Industries Public Health
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