Employee Relations Consultant, Human Resources

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Job Description Summary

The Employee Relations Consultant serves as a Human Resources subject-matter expert and trusted advisor on employee relations workplace conduct performance management corrective action conflict resolution investigations policy application and related employment matters. The Consultant provides direct Employee Relations support to leaders managers and employees across the University and independently manages assigned Employee Relations matters within established HRER practices and under the direction of the Director of Employee Relations and Leave Administration. The Consultant maintains an active and visible presence across campus builds strong relationships with campus partners participates in relevant meetings programs and events and conducts proactive outreach to identify concerns early and strengthen manager effectiveness. The Consultant collaborates with HR Business Partners and other HR colleagues when coordination divisional context or cross-functional support would benefit the matter.

Job Description

Please note: applications will be accepted until October 9th 2026 at 5:00 PM (EST).

Essential Functions:

• Serves as an Employee Relations subject-matter expert for assigned campus areas and across the University providing direct consultation and support to leaders managers and employees. Independently manages Employee Relations matters within established practices and under the direction of the Director of Employee Relations and Leave Administration. Adjusts assignments and provides support across campus as needed based on case volume complexity team capacity and institutional priorities.
• Receives assesses and responds to Employee Relations concerns and complaints. Manages assigned cases from intake through resolution including consultation documentation follow-up and closure. Exercises independent judgment within established HRER practices and consults with the Director regarding significant complex or higher-risk matters.
• Facilitates conflict resolution and workplace conversations when appropriate and connects employees and leaders with other University resources when additional support or specialized review is needed.
• Coordinates with HR Business Partners and other HR colleagues as appropriate to provide aligned support and obtain relevant divisional or operational context. Partners with the Office of Institutional Equity Office of General Counsel Leave Administration and other University offices based on the nature of the matter.
• Maintains an active and visible campus presence through regular engagement with leaders managers employees HR Business Partners and other HR colleagues. Participates in relevant departmental meetings campus programs employee forums Staff Advisory Council meetings leadership programs HR events and other University activities where Employee Relations involvement would strengthen relationships awareness or support.
• Conducts proactive outreach to campus partners to understand emerging workplace concerns identify opportunities for early intervention and strengthen awareness of Employee Relations resources and practices.
• Develops and delivers Employee Relations education and outreach related to performance management workplace conduct documentation corrective action conflict management policy expectations and related employment practices.
• Provides guidance to managers employees and HR colleagues regarding the interpretation and application of University employment policies and practices. Provides specialized Employee Relations consultation when matters involve disputed interpretation corrective action complex employee concerns or elevated risk.
• Coordinates with Leave Administration and the appropriate accommodation resource when Employee Relations matters intersect with protected leave return-to-work attendance performance management or workplace accommodations. Ensures that proposed corrective action involving leave medical restrictions or accommodation concerns is appropriately coordinated before action is taken.
• Provides consultation to managers and leaders regarding performance conduct attendance workplace expectations documentation and escalation pathways. Coaches managers on communicating expectations providing feedback and addressing workplace concerns.
• Reviews and supports the development of formal corrective actions Performance Improvement Plans separation documentation and related materials for factual support consistency objectivity appropriate tone and alignment with University practices.
• Consults with the Director regarding significant corrective actions complex matters potential involuntary separations or other cases presenting elevated risk.
• Uses designated HR and case-management systems to document Employee Relations activity monitor assigned matters and support applicable Employee Relations processes.
• Consults with HR Business Partners and Compensation when compensation or merit decisions present Employee Relations concerns inconsistencies with documented performance or other employment-related risk.
• Provides Employee Relations consultation regarding reorganizations reductions in force involuntary transfers demotions separations and other organizational changes that present Employee Relations implications or risk. Collaborates with HR Business Partners Compensation Legal Counsel and other partners as appropriate.
• Strengthens manager capability through coaching education and consultation related to performance management workplace conduct documentation corrective action conflict resolution policy expectations and other Employee Relations practices. Collaborates with Learning and Development HR Business Partners and other HR colleagues when broader education or organizational support is appropriate.
• Supports the centralized Employee Relations exit process and reviews exit information separation data case activity and other relevant workforce information to identify recurring themes emerging concerns and opportunities for proactive intervention. Shares appropriate findings with HR leadership HR Business Partners and campus leaders as appropriate.
• Collaborates with HR colleagues and campus partners to identify recurring workplace concerns opportunities for proactive intervention and strategies that strengthen manager effectiveness and the employee experience.
• Maintains complete accurate and timely Employee Relations case records in the designated case-management system in accordance with University documentation and record-retention requirements.
• Conducts or manages Employee Relations investigations within HRERs authority including intake planning interviews fact-finding documentation analysis and appropriate follow-up. Consults with the Director regarding investigative strategy significant findings and matters presenting elevated institutional risk. Coordinates with HR Business Partners or other University partners when operational context records scheduling communication or implementation support is needed.
• Contributes to a team-based Employee Relations model by accepting and managing matters outside of regularly assigned campus areas when necessary to balance case volume complexity team capacity or other institutional needs.
• Performs other related duties as assigned

Required Education Knowledge Skills Abilities:

• Bachelors degree plus five years of progressively responsible Human Resources or Employee Relations experience or an equivalent combination of education and experience.
• Demonstrated experience providing Employee Relations consultation to managers senior leaders employees and HR colleagues.
• Strong working knowledge of applicable employment laws regulations and contemporary Employee Relations practices.
• Ability to remain current on emerging Employee Relations practices regulatory developments workplace trends and institutional practices and apply that knowledge appropriately.
• Demonstrated ability to build trusted working relationships with employees managers senior leaders HR Business Partners and other HR colleagues.
• Ability and willingness to maintain an active visible and engaged campus presence including participation in relevant in-person meetings programs events and relationship-building opportunities.
• Demonstrated initiative and ability to proactively engage campus partners identify emerging needs and build relationships rather than relying primarily on incoming requests.
• Ability to analyze complex and sensitive workplace matters exercise sound independent judgment assess risk and determine appropriate consultation escalation or next steps.
• Strong organizational and time-management skills including the ability to manage multiple active cases and competing priorities and adjust workload in response to changes in case volume complexity institutional needs and team capacity.
• Strong consultation coaching conflict-management interviewing fact-finding analytical and interpersonal skills.
• Excellent oral and written communication skills.
• Ability to develop and review clear factual objective and well-supported Employee Relations documentation.
• Proficiency with HR information systems case-management tools collaboration platforms and standard office applications.

Preferred Education Knowledge Skills Abilities:

• Advanced degree in Human Resources organizational leadership business administration or a related field preferred.
• Relevant Human Resources Employee Relations investigation or mediation certifications or credentials are desirable.

Accountabilities:

• The Employee Relations Consultant is accountable for independently managing assigned Employee Relations matters within established practices and under the direction of the Director of Employee Relations and Leave Administration. The Consultant is expected to exercise sound judgment maintain timely and accurate case documentation follow through on commitments keep appropriate partners informed and bring significant complex or higher-risk matters to the Director for review and guidance.
• The Consultant is also accountable for maintaining an active and visible presence across campus developing productive relationships with leaders managers employees HR Business Partners and other HR colleagues participating in relevant meetings and events and conducting proactive outreach.
• Assigned campus areas support relationship continuity and familiarity with organizational needs but do not constitute exclusive portfolios. Consultants are expected to adjust assignments and support other campus areas as needed based on case volume complexity team capacity and institutional priorities.

This position is not eligible for sponsorship of non-immigrant or immigrant visa status through Wake Forest University. All eligible applicants are encouraged to apply.

Additional Job Description

Time Type Requirement

Full time

This position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job-related duties as may be reasonably assigned by his/her supervisor.

In order to provide a safe and productive learning and living community Wake Forest University conducts background investigations and drug screens for all final staff candidates being considered for employment.

Equal Opportunity Statement

The University is an equal opportunity employer and welcomes all qualified candidates to apply without regard to race color religion national origin sex age sexual orientation gender identity and expression genetic information disability and military or veteran status.

Accommodations for Applicants

If you are an individual with a disability and need an accommodation to participate in the application or interview process please contact or .