Employee Relations Lead

Arthur J. Gallagher · Houston

When you join Hines, you will embark on a career journey fueled by vision and guided by leaders who set the standards of our industry. Our legacy is rooted in innovation and excellence, earning us a spot on Fast Company’s esteemed annual list of the World’s Most Innovative Companies, as well as recognition as one of U.S. News & World Report’s Best Companies to Work For in 2024. Discover endless opportunities to grow and make your mark at Hines.

The Employee Relations Lead manages day-to-day employee relations matters and helps deliver consistent, fair, and timely ER support across the business. The role advises managers and HR partners, conducts workplace investigations, administers severance processes, and uses case data to identify trends and improve policy and practice. The Lead handles sensitive matters with sound judgment, protects confidentiality, and escalates significant risk to the Senior Manager, Employee Relations and Legal as appropriate. Responsibilities include, but are not limited to:

Own and coordinate assigned employee relations cases from intake through resolution, including documenting concerns, assessing urgency and risk, setting a response plan, tracking actions, and communicating next steps to appropriate stakeholders.
Advise managers and HR Business Partners on performance management, conduct, workplace conflict, corrective action, policy interpretation, and consistent treatment across the employee lifecycle.
Plan and conduct impartial, thorough, and timely workplace investigations. Gather and assess relevant information, maintain clear and objective documentation, reach evidence-based findings, and recommend practical corrective or preventive action.
Escalate matters involving significant legal, safety, reputational, executive, or employee-relations risk; partner with Legal and other appropriate teams on litigation holds, mediations, arbitrations, and document requests.
Maintain accurate and timely records in the ER case-management system. Support effective use of NAVEX (or comparable platform), including case data quality, reporting, and process consistency.
Administer severance matters in accordance with policy and approval requirements. Assess eligibility, prepare agreements and supporting materials, coordinate approvals and payment steps, and monitor spending against program requirements.
Partner with HR Business Partners and HR centers of expertise, including Talent Acquisition, Compensation, Benefits, Payroll, HRIS, and Learning and Development, to resolve cross-functional issues and implement people programs.
Draft, review, and update ER and HR policies, procedures, manager guidance, training materials, and employee communications. Identify opportunities to simplify and strengthen ER processes.
Deliver or support training and manager education on topics such as performance management, respectful workplace expectations, investigations, and policy application.
Prepare recurring and ad hoc reports on case activity, resolution timelines, issue themes, and other workforce trends. Protect confidentiality, use data responsibly, and translate findings into actionable recommendations.
Monitor relevant employment law developments, collective bargaining agreements, company policies, and client-specific requirements, coordinate with Legal and HR partners on implications for supported operations.
Contribute to consistent ER practices across regions by collaborating with regional ER colleagues and in-country HR partners, while recognizing local law, culture, and operating requirements.

Minimum Requirements include:

Bachelor’s degree in Human Resources, Business, or a related field from an accredited institution.
At least five years of progressive experience in employee relations, HR generalist work, investigations, or a closely related field.
Experience supporting employees and managers in a multi-state organization; experience in a global or matrixed organization is preferred.
Experience using NAVEX or a comparable employee concerns and case-management system is preferred.
Experience conducting workplace investigations and advising on employee conduct, performance, and corrective action is strongly preferred.
Working knowledge of employment law and the ability to recognize when guidance from Legal is needed.
Sound judgment, discretion, and ability to handle confidential, sensitive, and emotionally difficult matters with care.
Strong interviewing, fact-finding, analytical, and written communication skills; ability to distinguish evidence from assumptions and explain conclusions clearly.
Ability to interpret case and workforce data, identify patterns, and recommend practical solutions.
Service orientation, responsiveness, and ability to anticipate stakeholder needs while maintaining appropriate boundaries and consistent standards.
Strong organization and follow-through, including the ability to manage competing priorities, deadlines, and a varied caseload.
High attention to detail and commitment to accurate records and work products.
Proficiency with Microsoft Office, particularly Excel and PowerPoint; ability to learn and use HR systems and case-management tools effectively.
Primarily office-based work at Texas Tower in Houston, TX, with regular computer and telephone use.
In office expectation is 3 or more days per week
May require work beyond 40 hours in a week based on business needs and time-sensitive matters.
May require occasional lifting of files, records, or office materials weighing approximately 5–10 pounds.
This description summarizes the role’s general duties and requirements; it is not an exhaustive list. Responsibilities may change or be assigned as business needs evolve.

Own and coordinate assigned employee relations cases from intake through resolution, including documenting concerns, assessing urgency and risk, setting a response plan, tracking actions, and communicating next steps to appropriate stakeholders.
Advise managers and HR Business Partners on performance management, conduct, workplace conflict, corrective action, policy interpretation, and consistent treatment across the employee lifecycle.
Plan and conduct impartial, thorough, and timely workplace investigations. Gather and assess relevant information, maintain clear and objective documentation, reach evidence-based findings, and recommend practical corrective or preventive action.
Escalate matters involving significant legal, safety, reputational, executive, or employee-relations risk; partner with Legal and other appropriate teams on litigation holds, mediations, arbitrations, and document requests.
Maintain accurate and timely records in the ER case-management system. Support effective use of NAVEX (or comparable platform), including case data quality, reporting, and process consistency.
Administer severance matters in accordance with policy and approval requirements. Assess eligibility, prepare agreements and supporting materials, coordinate approvals and payment steps, and monitor spending against program requirements.
Partner with HR Business Partners and HR centers of expertise, including Talent Acquisition, Compensation, Benefits, Payroll, HRIS, and Learning and Development, to resolve cross-functional issues and implement people programs.
Draft, review, and update ER and HR policies, procedures, manager guidance, training materials, and employee communications. Identify opportunities to simplify and strengthen ER processes.
Deliver or support training and manager education on topics such as performance management, respectful workplace expectations, investigations, and policy application.
Prepare recurring and ad hoc reports on case activity, resolution timelines, issue themes, and other workforce trends. Protect confidentiality, use data responsibly, and translate findings into actionable recommendations.
Monitor relevant employment law developments, collective bargaining agreements, company policies, and client-specific requirements, coordinate with Legal and HR partners on implications for supported operations.
Contribute to consistent ER practices across regions by collaborating with regional ER colleagues and in-country HR partners, while recognizing local law, culture, and operating requirements.

Minimum Requirements include:

Bachelor’s degree in Human Resources, Business, or a related field from an accredited institution.
At least five years of progressive experience in employee relations, HR generalist work, investigations, or a closely related field.
Experience supporting employees and managers in a multi-state organization; experience in a global or matrixed organization is preferred.
Experience using NAVEX or a comparable employee concerns and case-management system is preferred.
Experience conducting workplace investigations and advising on employee conduct, performance, and corrective action is strongly preferred.
Working knowledge of employment law and the ability to recognize when guidance from Legal is needed.
Sound judgment, discretion, and ability to handle confidential, sensitive, and emotionally difficult matters with care.
Strong interviewing, fact-finding, analytical, and written communication skills; ability to distinguish evidence from assumptions and explain conclusions clearly.
Ability to interpret case and workforce data, identify patterns, and recommend practical solutions.
Service orientation, responsiveness, and ability to anticipate stakeholder needs while maintaining appropriate boundaries and consistent standards.
Strong organization and follow-through, including the ability to manage competing priorities, deadlines, and a varied caseload.
High attention to detail and commitment to accurate records and work products.
Proficiency with Microsoft Office, particularly Excel and PowerPoint; ability to learn and use HR systems and case-management tools effectively.
Primarily office-based work at Texas Tower in Houston, TX, with regular computer and telephone use.
In office expectation is 3 or more days per week
May require work beyond 40 hours in a week based on business needs and time-sensitive matters.
May require occasional lifting of files, records, or office materials weighing approximately 5–10 pounds.
This description summarizes the role’s general duties and requirements; it is not an exhaustive list. Responsibilities may change or be assigned as business needs evolve.

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