About the position

The HR Investigations & Employee Relations Lead plays a critical role in promoting a respectful, ethical, and accountable workplace by leading complex employee relations matters and conducting fair, timely, and well-documented workplace investigations. This role serves as a trusted advisor to HR, Operations, and leadership, helping ensure concerns are addressed consistently, objectively, and in alignment with company values, policies, and applicable employment practices. In addition, this role will provide elevated day-to-day employee relations support and mentorship to HR Business Partners, helping build HR capability, improve consistency, and support sound decision-making across the organization.

Responsibilities

• Lead employee investigations involving alleged Code of Conduct violations, workplace misconduct, harassment, discrimination, retaliation, policy violations, ethics concerns, conflicts of interest, and other sensitive employee relations matters.
• Assess incoming concerns to determine appropriate next steps, including whether a formal investigation, management intervention, coaching, or other resolution pathway is appropriate.
• Develop investigation plans, define scope, identify relevant stakeholders, and determine appropriate evidence and interview needs.
• Conduct interviews with reporting parties, witnesses, subjects, managers, and other relevant individuals in a professional, neutral, and respectful manner.
• Gather, review, and analyze documentation, communications, time records, policy materials, and other relevant evidence.
• Prepare clear, factual investigation reports, findings, and recommendations that support fair, consistent, and defensible outcomes.
• Maintain accurate and confidential case documentation in accordance with company expectations, privacy requirements, and investigation principles.
• Identify trends, control gaps, training needs, or recurring concerns and recommend proactive solutions to reduce risk and strengthen workplace culture.
• Serve as an escalation point for complex or sensitive employee relations matters, including performance, conduct, workplace conflict, corrective action, separations, and management concerns.
• Provide practical, risk-informed guidance to HR Business Partners and people leaders on employee relations strategy, policy interpretation, documentation, and next steps.
• Partner with HR leadership, Compliance, Safety, Operations, and other stakeholders as needed to evaluate risks and align on appropriate actions.
• Coach on handling workplace concerns early, consistently, and respectfully while reinforcing accountability and company expectations.
• Support consistent application of company policies, the Code of Conduct, and employment practices across business locations and teams.
• Mentor HR Business Partners by providing real-time coaching on employee relations matters, investigation approach, documentation, communication, and escalation judgment.
• Develop and share tools, templates, guides, and best practices that improve consistency and confidence across the HR team.
• Partner with HR leadership to identify learning opportunities and support ongoing development of employee relations capability within the HR function.
• Model sound judgment, neutrality, discretion, and professionalism in sensitive workplace matters.
• Help build a stronger HR operating model by promoting timely follow-through, clear documentation, and consistent decision-making.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Law, Criminal Justice, Organizational Development, or a related field; equivalent experience may be considered.
• Progressive Human Resources, Employee Relations, HR Business Partner, Compliance, or workplace investigations experience.
• Demonstrated experience conducting workplace investigations, including intake assessment, interviewing, evidence review, documentation, findings, and recommendations.
• Strong working knowledge of employment laws, employee relations principles, workplace conduct standards, and HR compliance requirements.
• Ability to handle sensitive and confidential information with discretion, sound judgment, and professionalism.
• Excellent written and verbal communication skills, including the ability to prepare clear, factual, and well-organized investigation summaries and employee relations documentation.
• Strong consultation, coaching, and influencing skills with the ability to advise leaders and HR partners at multiple levels of the organization.
• Ability to manage multiple cases and priorities while maintaining timeliness, accuracy, and attention to detail.
• Advanced employee relations and workplace investigations capability.
• Ability to remain impartial, objective, and composed in emotionally charged or high-risk situations.
• Strong analytical and critical-thinking skills, with the ability to evaluate facts, identify inconsistencies, and reach supportable conclusions.
• High degree of integrity, confidentiality, and ethical judgment.
• Strong case management, organization, and follow-through skills.
• Ability to balance empathy with accountability and practical business judgment.
• Strong understanding of documentation standards and risk mitigation practices.
• Ability to build trust with employees, HR partners, managers, and senior leaders.
• Proficiency with Microsoft Office, HRIS platforms, and case management or tracking tools.

Nice-to-haves

• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Formal investigation training or experience applying recognized investigation principles and practices.
• Experience supporting multi-site, retail, field-based, or geographically dispersed operations.
• Experience partnering with Legal, Compliance, Ethics, Security, Safety, Operations, or senior leadership on sensitive workplace matters.
• Experience mentoring, training, or coaching HR professionals or people leaders.