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Director, Employee Relations

The College Board -
Remote

Apply Now

Job Details

Full-time
$96,000 - $140,000 a year

Qualifications

HR policy development
Employee misconduct investigations
AI tools proficiency
HR legal compliance
Performance feedback (performance evaluation method)
Disciplinary action management
Policy & process development
HR compliance
Data interpretation
Employment law in talent management
Collaboration with legal team
Employee relations strategy
Policy Development

Full Job Description

Director, Employee Relations

College Board - Global Strategy & Talent

Location: This is a fully remote role. Candidates who live near CB offices have the option of being fully remote or hybrid (Tuesday and Wednesday in office).

Type: This is a full-time position

About the Team
At College Board, the Talent team is the engine behind our people, who in turn power our mission to positively impact millions of students worldwide. We are a dynamic, close-knit group, as passionate about supporting our ~2,000 employees as we are about shaping the future of education.

Our impact as a mission-driven organization is clear, yet in a rapidly changing world the challenges ahead are more complex than ever. That is why our work in Talent matters. We are not simply supporting employees; we are empowering them to rise to these challenges and do the most meaningful, high-impact work of their careers.

Guided by a clear philosophy, we focus on the end user, use data to solve problems, innovate boldly, and communicate directly and honestly while having fun along the way. Our aim is to build high-performing teams, foster strong and accountable leadership, and create the conditions for every employee to thrive. Together, we help every employee do what matters most with clarity, consistency, and purpose.

About the Opportunity

As a Director, Employee Relations, you are a trusted expert and enterprise thought partner who ensures fairness, equity, and consistency in how the organization manages performance, conduct, and conflict. As the primary executor of Employee Relations (ER) work, you advise complex and sensitive workplace situations. You partner closely with Talent and Legal to investigate concerns, advise on performance and conduct issues, and ensure fair, consistent, and compliant outcomes. You serve as a trusted resource and a key advisor to internal partners, strengthening organizational health through effective issue resolution and clear communication. You bring deep expertise in investigations, performance accountability, mediation, and risk mitigation, and you elevate the function from simple case resolution to building healthy culture and recognizing patterns we should disrupt. In partnership with a team of Talent Business Partners, you will lead the ER agenda across the enterprise to enable high-performance, mitigate risk, and create strong cultures aligned with our Operating Principles and Manager Expectations.

In this role, you will partner with Talent Business Partners and others to:

Guide and Execute Organizational Approach to Employee Relations & Risk Management (60%)

Serve as the enterprise owner of ER standards, ensuring consistency, fairness, and compliance across the organization.

Assess and manage elevated employee relations risk across teams (e.g., performance, conduct, conflict, compliance).

Lead improvement plan processes across the enterprise ensuring strong execution and manager development along the way

Create standards for and guide managers through improvement plan processes and other performance documentation to ensure clarity, quality, and consistency.

Hold managers accountable to strong execution of performance plans, including quality of feedback, documentation, and follow-through.

Monitor active cases and plans, ensuring timely progress, appropriate escalation, and closure.

Conduct thorough, objective, and timely investigations and resolution of complex ER matters, delivering actionable outcomes and monitoring follow-up.

Draft high- quality investigation summaries and documentation in alignment with legal and executive standards

Provide expert guidance on disciplinary decisions, policy interpretation, and fair applications across business units.

Act as a neutral third-party mediator in complex interpersonal or team conflicts, ensuring objective assessment and clear, documented outcomes.

Support Infrastructure, Talent Systems & Continuous Improvement (20%)

Design and implement standardized frameworks, templates, investigation tools, dashboards, and reporting mechanisms to ensure consistency, fairness, and compliance across the organization.

Analyze case data, trends, and team-level metrics to surface patterns (e.g., repeat off-boarding causes, manager escalation hotspots, engagement dips) and present risks and recommendations to senior Talent leaders.

Build manager pre-escalation coaching practices (e.g., “early-stage manager check-in” triggers) to reduce reactive case volume and embed stronger accountability.

Provide input into performance management, onboarding/offboarding, and talent systems (e.g., Workday) to ensure consistency with ER strategy and mitigate emerging risks.

Lead special projects to streamline ER case management processes (e.g., digital case tracking, manager self-service pre-escalation interventions).

Stay current on employment law, regulatory developments, industry benchmarks, and best practices; translate these into organizational policy, training, and manager guidance.

Enable Manager Capability & Team Culture (20%)

Partner with Talent Business Partners to build manager capability in performance management, feedback, and difficult conversations

Provide hands-on coaching to managers navigating real-time employee issues, reinforcing expectations for quality and accountability

Contribute ER expertise to the development of practical toolkits, templates, and training grounded in real casework

Reinforce a culture where managers are expected to address issues early, document effectively, and follow through consistently

Provide subject matter expertise to Talent colleagues for the development of manager toolkits, training modules, and just-in-time resources focused on feedback, performance issues, difficult conversations, and ER risk awareness.

About You

You have:

10+ years of progressive experience in employee relations / human resources, including managing complex investigations, performance accountability, and manager advisory on complex issues such as reorganizations

Expertise in performance management, investigatory best practices, discipline frameworks, and HR policy development.

Advanced, practical knowledge of employment law with the ability to partner effectively with Legal

Proven ability to effectively analyze data and derive insights that influence leadership decisions.

SPHR or similar credentials a plus.

Ability to travel as needed.

All Talent Team Roles at College Board Require:

A passion for expanding educational and career opportunities

A drive for excellence and impact: the ability to solve complex problems, make data-informed decisions, prioritize what matters most, and continuously improve through learning, user input, and external benchmarking.

Exceptional learning agility evidenced in the ability to give and receive timely, respectful feedback; continuously improve through iterative learning and user input; and proactively adopt technologies such as AI

A collaborative and empathetic approach: the ability to work across differences, foster trust, and contribute to a culture of shared success

Clear and concise communication skills, written and verbal

All roles at College Board require:

A passion for expanding educational and career opportunities and mission-driven work

Authorization to work in the United States for any employer

Curiosity and enthusiasm for emerging technologies, with a willingness to experiment with and adopt new AI-driven solutions and a comfort learning and applying new digital tools independently and proactively.

Clear and concise communication skills, written and verbal

A learner's mindset and a commitment to growth: welcoming diverse perspectives, giving and receiving timely, respectful feedback, and continuously improving through iterative learning and user input.

A drive for impact and excellence: solving complex problems, making data-informed decisions, prioritizing what matters most, and continuously improving through learning, user input, and external benchmarking.

A collaborative and empathetic approach: working across differences, fostering trust, and contributing to a culture of shared success.

About Our Process

Application review will begin immediately and will continue until the position is filled. This role is expected to accept applications for a minimum of 5 business days.

While the hiring process may vary, it generally includes: resume and application submission, recruiter phone/video screen, hiring manager interview, performance exercise such as live coding, a panel interview, a conversation with leadership and reference checks.

What We Offer

At College Board, we offer more than a paycheck- we provide a meaningful career, a supportive team, and a comprehensive package designed to help you thrive. We’re a self-sustaining nonprofit that believes in fair and competitive compensation grounded in your qualifications, experience, impact, and the market.

A Thoughtful Approach to Compensation

The hiring range for this role is $96,000 - $140,000.

Your exact salary will depend on your location, experience, and how your background compares to others in similar roles at the College Board.

We aim to make our best offer upfront, rooted in fairness, transparency, and market data.

We adjust salaries by location to ensure fairness, no matter where you live.

You’ll have open, transparent conversations about compensation, benefits, and what it is like to work at College Board throughout your hiring process. Check out our careers page for more.

#LI-Remote

#LI-AP1

Apply Now

Refine Your Search

college board jobs in remote

Director, Employee Relations

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Senior Director, Strategic Finance

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