Top 4 Employee relations manager Jobs in Easthampton, Ma

Area People Leader
SSP —Windsor Locks, CT
- $95,000 - $105,000 a year
- Full-time
- 5 years
- Bachelor's degree
- Mentoring
- AD&D insurance
- Paid holidays
Human Resources Manager
McGill Hose & Coupling Inc —East Longmeadow, MA
- $80,000 a year
- Background check
- Bachelor's degree
- Mentoring
- Health insurance
Human Resources Manager - LiquidPiston
LiquidPiston —Suffield, CT
- Full-time
- Background check
- 5 years
- Pass drug screening
- Health insurance
- Dental insurance
Quick Apply
Disability Management Services Manager
University of California San Francisco —United States
- Full-time
- Management
- HIPAA
- Analysis skills
- Disability insurance

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employee relations manager jobs near easthampton, ma

Area People Leader

SSP -
Windsor Locks, CT

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Job Details

Full-time
$95,000 - $105,000 a year

Benefits

AD&D insurance
Paid holidays
Health insurance
Dental insurance
Paid time off
Employee assistance program
Vision insurance
401(k) matching
Life insurance
Paid sick time
Pet insurance

Qualifications

Employee misconduct investigations
Coaching
HR legal compliance
Decision making
Mentoring
Employment law in talent management
Stakeholder relationship building

Full Job Description

Join Our Team!

Location: Bradley International Airport (BDL) | Windsor Locks, CT | On-Site

Compensation: $95,000 - $105,000 + Bonus Eligible

Schedule: Full-Time | Exempt

Compensation & Benefits

$95,000 - $105,000 annual salary, based on experience
Bonus eligibility
Medical, Dental, and Vision Insurance
Basic Life & AD&D Insurance
Employee Assistance Program (EAP)
Voluntary Benefits including Life Insurance, Accident, Critical Illness, Hospital Indemnity, and Pet Insurance
SSP 401(k) Plan with Company Match
Paid Time Off (PTO)
Paid Holidays
Paid Sick Leave

Career Growth & Internal Development

SSP America promotes from within, and this role is built as a launch point into Regional People Leader, Director, and Center of Excellence positions
Expanding scope is built into the job itself, growing from one airport to three airports and from 12 units to about 20 units
Direct exposure to both union and non-union environments, which broadens your labor relations skill set faster than a single-site role
Access to company-sponsored certification support, leadership development programming, and mentorship from senior HR leaders
Cross-functional visibility with Talent Acquisition, Total Rewards, Payroll, and Operations leadership at the Support Center

About the Role

At SSP America, our People Leaders are business partners first. We work alongside operations leaders to build exceptional teams, strengthen leadership capability, create engaging workplace cultures, and drive measurable business performance.

This is not a transactional HR role. As the Human Resources Manager supporting our Northeastern airport operations, you will influence business decisions through people strategy, leadership coaching, workforce planning, employee and labor relations, and organizational development.

You'll partner closely with General Managers and Directors to solve complex business challenges, develop future leaders, and deliver an exceptional employee experience in a fast-paced, multi-unit environment. Success in this role requires curiosity about the business, sound judgment, and the ability to influence leaders through credibility, data, and trusted relationships.

Scope of the Role:

12 restaurant units at Bradley International Airport (BDL) at launch, building up to 20 units across three airports
Airports supported: BDL (Bradley International Airport), BOS (Boston Logan International Airport), and ROC (Frederick Douglass Greater Rochester International Airport)
Approximately 250-300 team members total
BDL and BOS are unionized environments. ROC is non-union
Multiple restaurant concepts, including proprietary, local, and national brands
Primarily on-site at BDL, with remote support and periodic travel to BOS and ROC

Responsibilities:

Strategic Partnership

Serve as the primary Human Resources Business Partner to airport operations leadership, participating in business planning, workforce planning, staffing strategy, operational reviews, and performance discussions
Translate operational goals into people strategies supporting staffing, engagement, retention, and leadership capability, lead change management and employee communications, and collaborate with Regional and Corporate People teams to execute enterprise priorities on the ground
Partner with Operations leadership to understand labor costs, productivity, staffing levels, and business trends, using workforce insights to improve operational performance.

Employee & Labor Relations

Coach leaders on employee relations, performance management, attendance, and corrective action, and conduct complex workplace investigations that ensure consistent, documented application of policy across union and non-union locations
Administer grievances, interpret and apply collective bargaining agreement terms, and manage day to day interactions with union representatives, partnering with Labor Relations on escalated matters

Talent & Leadership Development

Coach and develop General Managers and Assistant Managers on leadership behaviors, feedback, and team building, and deliver leadership development programming for frontline and mid-level managers
Lead succession planning, talent reviews, and internal mobility initiatives.
Partner with Talent Acquisition and hiring managers on recruiting and workforce planning, and lead onboarding, new hire orientation, and employee recognition programs

Compliance

Ensure compliance with federal, state, and local employment laws, including wage and hour requirements, and maintain airport badging, I-9, and records compliance in coordination with operations and airport authorities
Audit HR practices across all locations, keep policies and documentation current and consistently applied, and close gaps before they become risks
Partner with Leave Administration and Operations to support ADA accommodations, FMLA, workers' compensation, and other leave-related processes

Analytics

Track and report on turnover, retention, engagement, attendance, absenteeism, and overtime, and deliver a regular people metrics review to airport and regional leadership
Analyze workforce trends and exit data to identify root causes, use headcount, requisition aging, and time to fill data to guide staffing decisions with operations, and build the business case for people initiatives using cost of turnover and labor cost data
Forecast workforce needs using headcount, turnover, recruiting, and labor trends to proactively support business growth

What Success Looks Like in Year One:

You are the first call for General Managers on people decisions, and leaders bring you challenges early instead of after escalation
General Managers view HR as a trusted business partner who helps solve operational challenges and develop leaders
Turnover and open position aging trend down against a documented baseline
Employee relations matters are investigated and closed within target timelines with clean documentation
The union relationship at BDL and BOS are stable, with grievances resolved at the lowest possible step
BOS and ROC are fully integrated into your support model with clear cadence and coverage

Qualifications and Experience

Required

Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience
Minimum of 5 years of progressive Human Resources experience supporting multi-site operations, including HR Generalist, HR Manager, or HR Business Partner responsibilities.
Demonstrated experience coaching and influencing frontline and mid-level leaders.
Strong employee relations, workplace investigations, conflict resolution, and relationship-building skills.
Working knowledge of federal, state, and local employment laws, with the ability to translate workforce data into actionable business recommendations.
Demonstrated ability to influence without direct authority, build credibility, exercise sound judgment, and manage competing priorities in a fast-paced operational environment
Ability to work primarily on-site at BDL with periodic travel to BOS and ROC.

Preferred

Experience supporting multi-unit operations within hospitality, restaurants, food service, retail, logistics, manufacturing, healthcare, distribution, or other high-volume operational environments.
Experience supporting unionized workforces, including grievance administration and collective bargaining agreement interpretation.
Experience partnering directly with operations leaders to drive engagement, retention, succession planning, and workforce planning initiatives.
Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

SSP America is an Equal Opportunity Employer. All employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, genetic information, or any other status protected by applicable federal, state, or local law. SSP America provides reasonable accommodations throughout the application and interview process in accordance with applicable laws

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employee relations manager jobs in easthampton, ma

Area People Leader

Human Resources Manager

Human Resources Manager - LiquidPiston

Disability Management Services Manager

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