Job Title:
Employee Relations & Compliance Specialist Company:
Our Client Location:
Las Vegas, NV (HQ IN OFFICE – no hybrid or remote) Reports to:
Chief Human Resources Officer (CHRO) Department:
Human Resources Workforce Scope:
Supports ~5,000 employees across 80+ travel centers, convenience stores, and integrated QSR locations in multiple states Role Overview
Lead the employee relations and compliance function for our client’s workforce of approximately 5,000 team members. This specialist-level role owns the strategy, execution, and oversight of workplace investigations, conflict resolution, performance management guidance, regulatory compliance, and risk mitigation in a high-volume, multi-site retail and foodservice environment. Reporting directly to the CHRO, the position plays a pivotal role in scaling consistent, legally sound practices that protect the organization, support rapid growth (acquisitions, new builds, rehabs), and foster a fair, high-performance culture. This is a hands-on leadership role with significant ownership and executive-level influence—ideal for a seasoned professional who can balance operational execution with strategic risk management. (Note: This role is positioned as a meld between coordinator and manager levels to align with the salary band.) Key Responsibilities
Employee Relations Leadership Oversee and personally conduct or supervise complex workplace investigations (harassment, discrimination, retaliation, misconduct, wage/hour disputes, etc.), ensuring thorough, impartial, and timely resolution. Provide expert coaching and guidance to site leaders, District/Regional Directors, and operations management on handling employee relations matters, disciplinary processes, performance improvement plans, and terminations. Manage escalated issues, including EEOC/DFEH charges, unemployment appeals, third-party disputes, and litigation risks; coordinate with external counsel as needed. Identify systemic ER trends (e.g., by location, department, or post-acquisition patterns) and develop proactive interventions to reduce turnover, claims, and exposure. Establish and maintain centralized ER tracking, metrics, and executive reporting (case volumes, resolution times, risk indicators) to inform the CHRO and leadership decisions. Compliance & Risk Management
Ensure full compliance with federal, state, and local employment laws (FLSA, FMLA, ADA, Title VII, OSHA, NLRB, multi-state wage/hour rules) across all operating jurisdictions. Own the development, maintenance, and enforcement of HR policies, employee handbooks, and procedures tailored to retail operations (attendance, progressive discipline, anti-harassment, meal/break compliance, etc.). Lead compliance audits, self-assessments, and corrective action planning; focus on high-risk areas such as wage/hour for hourly associates and integration after acquisitions. Oversee I-9/E-Verify processes, background checks, drug/alcohol testing compliance, and recordkeeping for safety-sensitive roles. Serve as primary point of contact for government agencies (DOL, EEOC, state labor departments) and manage responses to audits, inquiries, or investigations. Partner closely with the CHRO, Talent Acquisition, Organizational Development, Payroll, Legal, and Operations to embed risk-aware practices into daily operations and growth initiatives. Qualifications & Experience
5+ years of progressive experience in employee relations and/or employment compliance, with at least 2+ years working within ER/compliance programs or teams. Strong background supporting multi-site retail, convenience/travel centers, QSR/foodservice, or hospitality environments with high hourly workforce turnover. Proven success in ER/compliance for 2,000–5,000+ employees in distributed operations; experience scaling programs during growth or acquisitions is highly valued. In-depth knowledge of federal and multi-state employment laws, with a track record in investigations, litigation prevention, and regulatory responses. SHRM-CP/SCP, PHR/SPHR, or equivalent certification would be exceptional but not required. Exceptional judgment, conflict-resolution skills, and professional presence to influence operations leaders and advise the CHRO on sensitive matters. Proficiency with HRIS platforms and case management systems for tracking investigations and compliance activities. Competitive specialist-level package aligned with retail industry standards. IN OFFICE ROLE - M-F 8am - 5pm, MDV, 401K, etc. This role provides critical leadership in employee relations and compliance functions, with opportunities for growth as our client expands.
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Employee Relations & Compliance Specialist Company:
Our Client Location:
Las Vegas, NV (HQ IN OFFICE – no hybrid or remote) Reports to:
Chief Human Resources Officer (CHRO) Department:
Human Resources Workforce Scope:
Supports ~5,000 employees across 80+ travel centers, convenience stores, and integrated QSR locations in multiple states Role Overview
Lead the employee relations and compliance function for our client’s workforce of approximately 5,000 team members. This specialist-level role owns the strategy, execution, and oversight of workplace investigations, conflict resolution, performance management guidance, regulatory compliance, and risk mitigation in a high-volume, multi-site retail and foodservice environment. Reporting directly to the CHRO, the position plays a pivotal role in scaling consistent, legally sound practices that protect the organization, support rapid growth (acquisitions, new builds, rehabs), and foster a fair, high-performance culture. This is a hands-on leadership role with significant ownership and executive-level influence—ideal for a seasoned professional who can balance operational execution with strategic risk management. (Note: This role is positioned as a meld between coordinator and manager levels to align with the salary band.) Key Responsibilities
Employee Relations Leadership Oversee and personally conduct or supervise complex workplace investigations (harassment, discrimination, retaliation, misconduct, wage/hour disputes, etc.), ensuring thorough, impartial, and timely resolution. Provide expert coaching and guidance to site leaders, District/Regional Directors, and operations management on handling employee relations matters, disciplinary processes, performance improvement plans, and terminations. Manage escalated issues, including EEOC/DFEH charges, unemployment appeals, third-party disputes, and litigation risks; coordinate with external counsel as needed. Identify systemic ER trends (e.g., by location, department, or post-acquisition patterns) and develop proactive interventions to reduce turnover, claims, and exposure. Establish and maintain centralized ER tracking, metrics, and executive reporting (case volumes, resolution times, risk indicators) to inform the CHRO and leadership decisions. Compliance & Risk Management
Ensure full compliance with federal, state, and local employment laws (FLSA, FMLA, ADA, Title VII, OSHA, NLRB, multi-state wage/hour rules) across all operating jurisdictions. Own the development, maintenance, and enforcement of HR policies, employee handbooks, and procedures tailored to retail operations (attendance, progressive discipline, anti-harassment, meal/break compliance, etc.). Lead compliance audits, self-assessments, and corrective action planning; focus on high-risk areas such as wage/hour for hourly associates and integration after acquisitions. Oversee I-9/E-Verify processes, background checks, drug/alcohol testing compliance, and recordkeeping for safety-sensitive roles. Serve as primary point of contact for government agencies (DOL, EEOC, state labor departments) and manage responses to audits, inquiries, or investigations. Partner closely with the CHRO, Talent Acquisition, Organizational Development, Payroll, Legal, and Operations to embed risk-aware practices into daily operations and growth initiatives. Qualifications & Experience
5+ years of progressive experience in employee relations and/or employment compliance, with at least 2+ years working within ER/compliance programs or teams. Strong background supporting multi-site retail, convenience/travel centers, QSR/foodservice, or hospitality environments with high hourly workforce turnover. Proven success in ER/compliance for 2,000–5,000+ employees in distributed operations; experience scaling programs during growth or acquisitions is highly valued. In-depth knowledge of federal and multi-state employment laws, with a track record in investigations, litigation prevention, and regulatory responses. SHRM-CP/SCP, PHR/SPHR, or equivalent certification would be exceptional but not required. Exceptional judgment, conflict-resolution skills, and professional presence to influence operations leaders and advise the CHRO on sensitive matters. Proficiency with HRIS platforms and case management systems for tracking investigations and compliance activities. Competitive specialist-level package aligned with retail industry standards. IN OFFICE ROLE - M-F 8am - 5pm, MDV, 401K, etc. This role provides critical leadership in employee relations and compliance functions, with opportunities for growth as our client expands.
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