St. Jude Children's Research Hospital is seeking an experienced and strategic Lead Employee & Labor Relations Advisor to provide leadership, guidance, and expertise in employee and labor relations matters across the institution. This role serves as a trusted advisor to leaders, HR partners, and employees by addressing complex workplace issues, conducting sensitive investigations, and promoting fair, respectful, and legally compliant employment practices.
The Lead Employee & Labor Relations Advisor oversees the day-to-day coordination and prioritization of Employee Relations activities, mentors and develops Employee & Labor Relations Advisors, and contributes to the development and execution of Employee Relations strategies, programs, and policies that support employee engagement, organizational effectiveness, and a positive workplace culture. Through proactive partnership, data-driven insights, and sound judgment, this role plays a critical role in strengthening the employee experience and advancing St. Jude's mission, values, and culture.
Job Responsibilities:
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Serve as a lead resource and subject matter expert for complex employee and labor relations matters, providing consultation and guidance to leaders, HR partners, and employees.
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Conduct and oversee complex, sensitive, and high-risk workplace investigations involving concerns such as discrimination, harassment, retaliation, workplace misconduct, policy violations, and other employee grievances.
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Analyze investigation findings, assess organizational risk, and develop recommendations that support fair, consistent, and legally compliant outcomes.
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Mentor, coach, and provide day-to-day guidance to Employee & Labor Relations Advisors to support capability development, consistency in practice, and professional growth.
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Assist in establishing team priorities, managing caseload distribution, and promoting efficient service delivery across the Employee Relations function.
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Contribute to the development, implementation, and continuous improvement of Employee Relations programs, policies, procedures, and initiatives.
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Interpret and apply employment laws, regulations, organizational policies, and best practices to support decision-making and risk mitigation.
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Develop and maintain collaborative partnerships with leaders, HR teams, Legal, Compliance, and other stakeholders to address workplace concerns and support organizational objectives.
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Analyze trends, metrics, and workforce data to identify opportunities for proactive employee relations interventions and continuous improvement.
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Support audits, reporting requirements, compliance activities, and special projects related to Employee Relations programs and practices.
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Manage relationships with external vendors and service providers, ensuring contractual obligations and service expectations are met.
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Lead team meetings and facilitate discussions that drive collaboration, accountability, and results.
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Respond to urgent employee relations matters by traveling between organizational locations on short notice to provide timely consultation, conduct investigations, facilitate meetings, and support business and operational needs.
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Perform other duties as assigned
Minimum Education:
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Bachelor's Degree required.
Minimum Experience:
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Minimum Requirement: 5+ years of experience in an employee relations or similar role handling ER activities.
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Experience researching complex human resources-related issues and implementing courses of action.
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Experience managing audits, surveys, and performing complex reporting and analyses; Work Day experience preferred.
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Some experience in planning and managing delivery in collaboration with cross-functional teams.
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Some experience guiding/ mentoring people.
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Proven performance in earlier role.
Licensure, Registration and/or Certification Required:
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SHRM-CP or Professional in Human Resources (PHR) OR Employee Relations Investigations Certification, preferred.
Special Skills, Knowledge and Abilities:
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Demonstrated ability to exercise sound judgment and maintain confidentiality in highly sensitive situations.
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Strong investigative, analytical, and problem-solving skills.
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Exceptional consultation, conflict resolution, mediation, and influencing skills.
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Ability to navigate ambiguity and manage multiple competing priorities in a fast-paced environment.
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Strong written and verbal communication skills, including the ability to communicate complex issues with clarity and diplomacy.
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Proven ability to build credibility and trusted partnerships across all levels of the organization.
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Knowledge of federal, state, and local employment laws and regulations.
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Proficiency with HRIS systems and reporting tools; Workday experience preferred.
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Ability to leverage workforce data and trends to inform recommendations and improve Employee Relations practices.
Physical Demands and Working Conditions:
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The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
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While performing the duties of this job, the employee is regularly required to stand; walk; sit; kneel, use hands to finger, handle, or operate; see and/or communicate. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, depth perception and the ability to adjust focus.
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The employee must move about the workspace to access work surface and shelves, cabinets, drawers, and equipment that are at, below or above the work surface.
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The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
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The noise level in the work environment is usually quiet.
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An essential function of the job is to be able to comply with all applicable federal, state and local safety and health regulations that would apply to this job.
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Nothing in this job description limits management’s right to assign or reassign duties and responsibilities to this job at any time as business needs dictate.
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This job description reflects management’s assignment of essential functions; it does not proscribe or restrict the tasks that may be assigned.
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The information contained herein is not intended to be an all-inclusive list of the duties and responsibilities of the job, nor is it intended to be an all-inclusive list of the skills and abilities required to do the job.
Compensation
In recognition of certain U.S. state and municipal pay transparency laws, St. Jude is including a reasonable estimate of the compensation range for this role. This is an estimate offered in good faith and a specific salary offer takes into account factors that are considered in making compensation decisions including but not limited to skill sets, experience and training, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be hired at or near the top of the salary range and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current salary range is $94,640 - $169,520 per year for the role of Lead-Employee & Labor Relations Advisor.
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St. Jude is an Equal Opportunity Employer
No Search Firms
St. Jude Children's Research Hospital does not accept unsolicited assistance from search firms for employment opportunities. Please do not call or email. All resumes submitted by search firms to any employee or other representative at St. Jude via email, the internet or in any form and/or method without a valid written search agreement in place and approved by HR will result in no fee being paid in the event the candidate is hired by St. Jude.
