Employee Relations Manager - Hire or get hired
Your complete guide to the Employee Relations Manager Role: Duties, salary & hiring tips
Purpose of the Employee Relations Manager
The Employee Relations Manager leads the ER function, developing strategies to manage workplace issues, maintain compliance, and support a positive employee experience.
Employee Relations Manager's duties and responsibilities
• ER Strategy:
Develop and implement ER frameworks and policies.
• Case Management:
Lead investigations, disputes, and disciplinary matters.
• Compliance:
Ensure employment practices align with legal obligations.
• Stakeholder Advice:
Coach managers on performance and behaviour management.
• Union & Negotiation:
Engage with unions and represent the organisation in disputes if required.
Develop and implement ER frameworks and policies.
• Case Management:
Lead investigations, disputes, and disciplinary matters.
• Compliance:
Ensure employment practices align with legal obligations.
• Stakeholder Advice:
Coach managers on performance and behaviour management.
• Union & Negotiation:
Engage with unions and represent the organisation in disputes if required.
Requirements and qualifications for a Employee Relations Manager
• 5+ years’ experience in employee or industrial relations
• Strong ER case management and policy development skills
• Excellent understanding of employment law and compliance
• Experience working with unions or complex workforce issues
• High-level communication and advisory skills
• Strong ER case management and policy development skills
• Excellent understanding of employment law and compliance
• Experience working with unions or complex workforce issues
• High-level communication and advisory skills
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Human Resources Market Update
HR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benefits and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no significant impact yet.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
