Employee Relations Manager

The Employee Relations Manager will play a strategic role in building positive employee relations by fostering open communication, fairness, and engagement. This position will manage simple to complex employee relations matters focusing on compliance with Company policies, multi-state and federal employment laws, and associated regulations. This role will have a direct hand in the architecture of future people practices and policies aimed at driving a positive, thriving, and high performing environment for our Team Members by providing policy development, training, coaching, and process-improvements. This role requires strong interpersonal and conflict resolution skills, a true passion for people, along with a deep understanding of employment laws and regulations.

• Bachelor's degree in Human Resources,  Business Administration, Psychology, Organizational Leadership or a related field. Relevant experience may be considered in lieu of. 
• 8+ years progressive, hands-on experience in employee relations, investigations, and compliance roles. 
• Thorough knowledge of multi-state employment-related laws with strong background supporting a non-exempt, geographically dispersed workforce.
• Exceptional investigative and research skills (including interviewing, documentation, and analysis), sound judgement, and a proactive approach to identifying and mitigating risk. 
• Ability to make recommendations to effectively resolve emotional and complex problems or issues consistent with standards, practices, policies, procedures, regulation or government law.
• Must have strong conflict resolution and mediation skills.
• Ability to act with integrity, professionalism, and confidentiality.
• Excellent written and verbal communication skills and the ability to collaborate effectively with stakeholders across various organizational levels.
• Demonstrated conceptual, analytical, and problem-solving skills.
• Excellent time management and organization skills, with the proven ability to juggle and reprioritize based on business demands and priorities.
• Self-starter with a high sense of initiative and a proven ability to effectively work in ambiguous environments and support continuous organizational improvement.
• Ability to work autonomously, while remaining aligned with HR strategies and business objectives.
• Prior experience with HRIS systems with proficiency with Google Drive and ADP Workforce Now a plus.
• PHR/SPHR is preferred.

• →Guide Managers on effective leadership, communication, and  people management to prevent issues before they arise.
• →Conduct thorough, impartial investigations into employee complaints, misconduct, and grievances focusing on fair resolution and trust-building.
• →Mediate disputes, guiding the disciplinary processes as appropriate.
• →Ensure investigations are conducted thoroughly, objectively, and in compliance with Company policies and applicable employment laws and that the treatment of Team Members is fair, consistent, respectful and aligned with Company values and policies.
• →Proactively and consistently communicate case status and other updates as required.
• →Facilitate prompt and effective resolution of workplace concerns through leading and managing complex and sensitive workplace investigations. 
• →Apply deep expertise to develop and execute recommendations for appropriate employment actions through collaboration with People Operations Team, Legal, and appropriate business leaders, ensuring consistency and fairness.
• →Provide recommendations and assistance on appropriate corrective actions, coaching, discipline, training, or policy changes following investigations.
• →Act as a Performance & Development Partner, coaching managers through fair performance improvement processes and any relevant coaching or disciplinary actions. 
• →Maintain thorough, detailed records of all complaints and investigations by documenting investigation processes, key findings, timelines, conclusions, and outcomes.
• →Analyze case notes and prepare comprehensive executive summaries aimed at supporting decision-making and risk mitigation strategies.
• →Train and advise Managers and Team Members on effective employee management, communication, policy application, and legal compliance.
• →Prepare and distribute reporting highlighting key metrics such as case closure rates, turnover trends, risk patterns and exit survey insights with associated recommendations and solutions. 
• →Conduct audits and assessments to evaluate potential risk areas and recommend improvements to minimize legal exposure.
• →Assist with annual engagement surveys and pulse surveys, formulating appropriate response and action plans. 
• →Establish and manage stay interviews, exit surveys, pulse surveys, and focus groups to gather authentic employee voice.
• →Ensure consistent application of company policies and procedures across all departments.
• →Stay current with federal, state, and local employment laws and regulations to ensure organizational compliance and conduct regular reviews of the employee handbook and related literature.
• →Serve as the primary point of contact for employee questions related to handbook policies.
• →Collaborate with Senior People Operations Leadership and Legal to ensure policies reflect current legal requirements and risk management considerations.
• →Develop job aides and training materials aimed at effective and compliance employee management.
• →Manage performance management systems and structures and find opportunities for expansion and improvement. 
• →Work with the Experience team to assist with  design and implementation of relevant recognition, wellness, and appreciation programs based on feedback.
• →Manage and deploy HR special projects and initiatives as assigned.

• Making an impact. Whether it's the residents who call our Thriving Communities home, the investors who trust us to be stewards of their capital,  or the sponsors we work with to 10x their business, everything we do is about making an impact. 
• Challenges. You see roadblocks as opportunities and are proactive in finding solutions. 
• Growth. We’ve been named to the Inc. 5000 as one of the Fastest-Growing Private Companies in America for thirteen consecutive years. 

Who We Are

We finance the building of Thriving Communities. 

We are changing the nation through the building of Thriving Communities. We are the leader in funding the building of Thriving Communities centered in safe, attainable housing. 

To passionately make an extraordinary impact by transforming lives and building Thriving Communities. 

To positively impact and transform 10 million lives by funding the building of 5,000 Thriving Communities, becoming one of America’s 100 largest private companies.

• We work hard, marching towards ambitious goals driven by a purpose that’s bigger than ourselves. 
• We are impact-driven, seeking to make a difference not just on the affordable housing crisis but also in the lives of our employees, investors, and partners. 
• We are disciplined, following our exclusive Elite Execution System to develop personally and professionally. 
• We strive to Live Fully, finding fulfillment in all areas of our lives.

DLP is a committed Equal Opportunity Employer. If you are a qualified individual with a disability and require assistance in searching for a position or submitting an application, please contact HR at hr@dlpcapital.com. Offers of employment are conditional upon satisfactory completion of pre-employment background verification (including E-Verify). California applicants can view our California Data Privacy Policy here.

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