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.

About the role

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 HRER's 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

• Bachelor's 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.

Additional information

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.

Time Type Requirement

Full time

Note to Applicant

• 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.