Director, Employee Relations

To be part of our organization, every employee should understand and share in the YNHHS Vision, support our Mission, and live our Values. These values - integrity, patient-centered, respect, accountability, and compassion - must guide what we do, as individuals and professionals, every day.

The YNHHS Director, Employee Relations will serve as the principal organizational leader focused on fostering an inclusive workplace where all employees feel a strong sense of belonging and engagement. The Director will lead efforts to cultivate positive employee experience through the development and implementation of employee relations and engagement strategies and will oversee and scale employee system engagement/recognition programs to align with organizational values and objectives. The Director will ensure that workplace culture supports employee success and creates an environment where employees and leaders feel there are fair and consistent practices that support them in feeling heard, valued, and appreciated for their contributions.

EEO/AA/Disability/Veteran

• 1. Lead and mentor a team of HR professionals, fostering collaboration and continuous learning within employee relations.
• 2. Directing the operations of the Employee Relations Center of Excellence (COE), ensuring fair, consistent, and compliant resolution of workplace concerns and conflicts.
• 3. Maintains, develops, recommends, and implements program objectives, policies, and procedures relevant to workplace culture, employee relations, employee experience, and other relevant elements of the COE.
• 4. Serves as the primary point of escalation for employee relations matters, including investigations into employee grievances, harassment, discrimination, and policy violations.
• 5. Partners with Yale School of Medicine/Yale Medicine employee and labor relations leaders to develop and maintain a productive joint relationship of day-to-day operations and engagement.
• 6. Advises managers and HR colleagues on employee relations issues, such as including but not limited to employee performance enhancement, disciplinary actions, and terminations.
• 7. Identifies trends in employee relations issues and recommends proactive solutions to prevent and address potential workplace challenges
• 8. Develop and pursue new goals and objectives for improvement in employee relations.
• 9. Build and maintain relationships across the organization to ensure the integration of HR strategies into business operations and decision-making.
• 10. Acts as a key advisor to senior leadership, providing insights and recommendations on creating a more inclusive, engaged, and high-performing workforce.
• 11. Monitors legal requirements related to employment law and employee relations to ensure compliance and mitigate risks.
• 12. Leads the design, implementation, and management of scalable employee recognition programs that reflect company values and reinforce employee contributions.
• 13. Ensures that recognition programs are inclusive and accessible to all employees, regardless of role or location (including remote and off-site workers).
• 14. Collaborates with HR teams, other COEs, and leadership to align experience programs with performance management processes, employee lifecycle milestones, and organizational goals.
• 15. Creates a framework for consistent employee experience through awards, events, and gratitude moments, fostering a culture of appreciation and celebration.
• 16. Tracks and measures the impact of recognition programs on employee engagement, retention, and performance, providing data-driven insights to leadership and identifying ongoing opportunities for program enhancement and improvement.
• 17. Continuously enhances recognition initiatives by gathering employee feedback and staying informed of best practices and emerging trends in employee recognition.

EDUCATION

Bachelor's degree in human resources management, business administration, health administration, or a relevant field required. Juris Doctor (JD) from an American Bar Association (ABA)-accredited program is strongly preferred.

EXPERIENCE

Minimum of 7-10 years; Progressive HR leadership experience required, preferably with a strong focus on employee relationship development required. Prior experience collaborating with COEs preferred. Experience in designing and managing employee experience programs strongly preferred.

SPECIAL SKILLS

Strong leadership, communication, and interpersonal skills, with the demonstrated ability to influence and build relationships across all levels of the organization. Excellent problem-solving and conflict-resolution skills, with the ability to handle sensitive and complex employee relations matters. Ability to drive cultural change and recognition efforts that foster employee engagement and belonging. Analytical mindset with the ability to assess data, identify trends, and make data-driven decisions. High degree of emotional intelligence, discretion, and professionalism when handling sensitive issues.