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If you’ve Googled “Employee Relations Manager job description,” you’ve probably seen the same thing over and over again:
Bullet points. Buzzwords. Boilerplate language that could apply to any company, anywhere.
But here’s the problem—those generic job posts don’t actually help you hire a great Employee Relations Manager.
They’re built to check boxes, not attract top performers. And in a role this important—where trust, communication, and people leadership are everything—you can’t afford to get it wrong.
That’s why we created this guide.
We’ll show you how to write an Employee Relations Manager job post that’s actually effective—not just compliant.
✅ You’ll learn:
- What the role really involves (in plain English)
- How to write a job post that connects with the right candidates
- Two real-world templates (one for experienced hires, one for people you can train)
- What to avoid (with a breakdown of a weak example)
- How to use AI responsibly without sounding robotic
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
What An Employee Relations Manager Actually Does
An Employee Relations Manager is the go-to person when people problems arise at work.
They help teams stay aligned, resolve workplace conflicts, ensure fair treatment, and make sure company policies are followed—with a human touch.
Put simply: they make the workplace feel fair, supportive, and productive for everyone involved.
It’s a role that sits at the intersection of HR, leadership, and company culture. A great Employee Relations Manager doesn’t just enforce rules—they build trust, communicate clearly, and help the business maintain a healthy work environment.
They’re often involved in:
- Conflict resolution
- Handling grievances or complaints
- Coaching managers on sensitive team dynamics
- Supporting disciplinary processes (in a fair, legally compliant way)
- Keeping company policies aligned with labor laws and team wellbeing
So when you write your job post, don’t just list bullet points.
Make sure you highlight what the role means—not just what the person will do. You’re looking for someone who can listen, de-escalate tension, and act as a trusted partner to both employees and leadership.
Two Great Employee Relations Manager Job Description Templates
✅ Option 1 — Job Description For Experienced Candidate
📌 Job Title: Employee Relations Manager — Help Shape People-First Culture at SummitSync Software (Nashville, TN)
💼 Full-Time | Hybrid | $80 000–$95 000 USD (DOE)
🕒 Schedule: Mon–Fri | Core Hours 9 AM–5 PM
📹 Meet Your Future Team
Watch a 60-second intro from our Head of People [insert video link here]
Who We Are — SummitSync Software
SummitSync builds real-time collaboration tools that power 4 500+ distributed engineering teams around the globe. In eight years, we’ve grown to 320 employees across four time zones and $35 M ARR—while keeping a culture rooted in trust, radical candor, and continuous learning. Our people team is now expanding to support this rapid scale, and we need an Employee Relations Manager to keep our culture healthy and fair as we grow.
What You’ll Be Doing
- Resolve workplace conflicts and coach managers on team dynamics
- Lead fair, thorough investigations (complaints, misconduct, performance)
- Partner with legal on policy updates and compliance initiatives
- Identify culture trends and proactively reduce friction points
- Champion feedback loops and psychological safety across teams
What We’re Looking For
- 3 + years in Employee Relations or HRBP roles (tech/start-up a plus)
- Proven knowledge of U.S. labor law & multi-state compliance
- Empathy, discretion, and crisp written + verbal communication
- Track record of coaching managers through sensitive issues
- Bonus: Experience supporting remote or hybrid workforces
🎁 Perks & Benefits
- 100 % employer-paid medical, dental & vision (family plans 80 %)
- 401(k) with 4 % match from day 1
- 20 PTO days + 2 mental-health days + company winter break
- $1 500 annual learning stipend & monthly remote-office allowance
- Quarterly in-person team retreats (airfare + lodging covered)
🌟 Why This Role Is a Great Fit
- Big impact: Own ER strategy for a scaling, people-centric SaaS brand
- C-suite access: Report to the VP People and influence policy decisions
- Growth runway: Build a small ER team underneath you within 12 months
- Culture guardianship: Help 300 + passionate builders stay engaged and heard
Our Hiring Process
- Apply via WorkScreen (10-min skills assessment)
- 30-min video chat with Talent Partner
- Panel interview (VP People & Legal Counsel)
- Offer—or clear feedback within 48 hrs
📥 Apply now: [insert workscreen link]
🌱 Option 2 — Job Description For Trainable / High-Potential Hire
📌 Job Title: People Ops Associate — Grow Into Employee Relations Manager at HarborWell Health Services (Phoenix, AZ)
💼 Full-Time | Onsite or Hybrid | $58 000–$68 000 USD
🕒 Schedule: Flexible start times | Mon–Fri
📹 A Welcome From Our Chief HR Officer
See why we’re passionate about compassionate care [insert video link here]
About Us — HarborWell Health Services
HarborWell is a nonprofit network of community clinics delivering affordable healthcare to over 75 000 Arizona residents each year. Our 220-person staff thrives on the values of compassion, inclusion, and continuous improvement. To nurture that mission, we’re investing in a new People Ops Associate who will receive hands-on mentorship and grow into our next Employee Relations Manager.
What You’ll Do
- Field day-to-day employee questions and log ER cases
- Shadow senior HR leaders on investigations and conflict mediation
- Draft & refine policies, handbooks, and training decks
- Coordinate quarterly pulse-surveys and present insights to leadership
- Champion diversity, equity & inclusion initiatives across clinics
What You’ll Need
- 1 + year in HR, customer service, or people-facing admin work
- Strong active-listening and note-taking skills
- Calm under pressure; able to keep sensitive data confidential
- Eager to learn labor law basics (we’ll teach you)
🎁 Perks & Benefits
- Employer-paid health, dental & vision (premiums 90 % covered)
- 15 PTO days, 10 paid holidays, and 4 community-service days
- Tuition reimbursement up to $3 000/year (HR certifications welcome)
- Free tele-therapy and on-site wellness programs
- $500 annual book & conference stipend
🌟 Why This Role Is a Great Fit
- Mentorship: Structured 12-month development plan toward ER leadership
- Mission: Improve workplace fairness for clinicians serving vulnerable communities
- Visibility: Work closely with CHRO & Clinic Directors from day 1
- Stability + Heart: Join a 53-year-old nonprofit with strong funding and a family-feel culture
Our Hiring Process
- Simple WorkScreen application (skill snapshot, no résumé upload)
- 20-min virtual meet & greet with HR Coordinator
- Paid two-week mutual-fit trial (10 hrs/week, flexible)
- Final decision with constructive feedback for all candidates
📥 Apply here: [insert workscreen link]
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Why These Employee Relations Manager Job Posts Work
It’s not just about formatting or nice language—it’s about how each post builds connection, clarity, and trust with the right candidates. Let’s break down exactly why these two job descriptions attract stronger applicants:
✅ 1. The Job Titles Are Clear, Specific, and Human
Instead of vague or corporate-sounding titles like “ER Manager” or “People Specialist,” both templates use language that communicates:
- What the role is
- Who it’s for
- And why it matters
Example:
“Employee Relations Manager — Help Shape People-First Culture at SummitSync”
This adds a sense of purpose and ties the role directly to the company’s mission.
✅ 2. The Videos Add Trust and Personality
In both job descriptions, a Loom or YouTube intro is placed right before the “Who We Are” section. This helps candidates:
- Put a face to the team
- Feel the company’s culture in real time
- Trust that the opportunity is real
This small addition makes a big difference, especially in competitive or remote-first hiring.
✅ 3. The “About Us” Sections Tell a Real Story
These aren’t cookie-cutter blurbs. Each one:
- Gives context about the company’s mission and size
- Mentions culture touchpoints (remote-first, nonprofit, etc.)
- Connects the company’s purpose to the role itself
This helps candidates envision what they’re joining—not just what they’ll be doing.
✅ 4. Responsibilities Are Framed Around Impact, Not Tasks
Instead of dry checklists, each post shows how the role contributes to the company’s mission and culture. For example:
“Champion feedback loops and psychological safety across teams”
This tells the candidate their work matters, which attracts mission-aligned applicants.
✅ 5. The Posts Separate “Perks & Benefits” from “Why This Role Is a Great Fit”
This distinction matters:
- Perks build trust and show you value employees
- “Why this role is great” sells the mission and impact
Most job posts merge the two and miss the opportunity to pitch the role.
✅ 6. The Hiring Process Is Respectful and Transparent
Both examples:
- Explain what to expect step-by-step
- Promise timely feedback
- Use WorkScreen.io for fair, skill-based evaluations
This kind of transparency reduces candidate anxiety and builds respect from the first click.
✅ 7. The Tone Is Human, Not Robotic
Throughout each post, the tone is:
- Clear
- Respectful
- Conversational
There’s no HR jargon, no legalese, and no fluff. That’s exactly what resonates with top talent.
In short: These job descriptions don’t just “list” a role—they sell it. And that’s what makes them work.
Example of a Bad Employee Relations Manager Job Description (And Why it Fails)
Let’s look at a typical (and very flawed) version of this job post—one you’ve probably seen in various forms across the internet:
❌ Job Title: HR Employee Relations Manager
Company: GlobalCorp
Location: Chicago, IL
Type: Full-Time
Salary: Not specified
Application Deadline: July 15, 2025
Job Summary
GlobalCorp seeks an experienced Employee Relations Manager to oversee compliance, disciplinary action, and grievance handling across the organization.
Responsibilities
- Conduct internal investigations as needed
- Develop and enforce HR policies
- Advise management on corrective actions
- Ensure legal compliance with federal and state regulations
Qualifications
- Bachelor’s degree in HR or related field
- Minimum of 3 years of experience in employee relations
- Familiarity with employment laws and conflict resolution
How to Apply
Submit your CV and cover letter to hr@globalcorp.com by July 15. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
1. The Title Is Cold and Generic
“HR Employee Relations Manager”
It’s technically correct, but tells us nothing about the company, the team, or the mission. There’s no hook to make the role stand out from dozens of others.
2. No Company Personality or Culture
There’s no “About Us” section. Nothing about what GlobalCorp does, who they serve, or what it’s like to work there. It feels like a legal notice—not an invitation.
3. The Introduction Is Bare Minimum
“GlobalCorp seeks an experienced Employee Relations Manager…”
This opening could have been written by AI in 1999. It doesn’t explain why the role exists, how it fits into the team, or why it’s important.
4. No Salary Transparency
Leaving out pay in 2025 feels outdated. Candidates value openness, and omitting this can send the wrong message about fairness.
5. Responsibilities Are Broad and Vague
Each bullet point is abstract and task-based—none of it paints a picture of real day-to-day work or the candidate’s impact.
6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted.”
This line, while common, creates a power imbalance. It signals that the company may not respect the candidate’s time or effort.
7. No Perks, Benefits, or Value Proposition
Why should anyone apply? What’s in it for them? The post never answers that question. It treats the candidate like a checkbox, not a person.
8. No CTA, No Humanity
The call to action is just an email address with a deadline. There’s no warmth, no encouragement, and no excitement.
Bottom line: This job post may technically get the job “listed”—but it won’t attract top talent. It’s forgettable, impersonal, and entirely one-sided.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve nailed the structure and tone of your job post, these bonus elements can give it that extra edge—the kind that makes a top-tier candidate stop scrolling and actually apply.
✅ Tip 1: Add a Privacy & Scam Protection Notice
Fraudulent job listings are on the rise—and candidates are rightfully cautious.
A short security statement in your post shows that you care about their safety.
Example:
🔒 Important Notice: We take the privacy and security of applicants seriously. We will never ask for payment, bank details, or sensitive personal information at any stage of the hiring process.
This adds credibility and peace of mind.
✅ Tip 2: Mention Leave Days or Flex Time
Work-life balance matters. Including this upfront shows respect for the candidate’s time and wellbeing—especially for people in emotionally demanding roles like employee relations.
Example:
“Enjoy 20 days of paid time off annually, plus two company-wide mental health days to help you recharge.”
Even if it’s just a few days, mentioning it matters.
✅ Tip 3: Highlight Growth and Training Opportunities
Top candidates aren’t just looking for a job—they’re looking for a path.
Letting them know you invest in their growth builds motivation and trust.
Example:
“We offer mentorship from senior HR leaders, access to SHRM certification programs, and an annual $1,500 learning stipend so you can keep growing in your career.”
This is especially powerful in entry-level or “willing to train” roles.
✅ Tip 4: Add a Loom or YouTube Video from the Hiring Manager
A 60-second video adds face, voice, and authenticity to your post.
It gives candidates a feel for the company vibe before they ever apply.
Use it to:
- Welcome applicants personally
- Explain what makes the role exciting
- Show that you’re a real, engaged team
You don’t need high production—just real people.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
✅ Tip 5: Clarify What Makes This Role Matter
Sometimes, a sentence or two that explains why the role is important can inspire the right kind of applicant to raise their hand.
Example:
“You won’t just be handling paperwork—you’ll be the person our team turns to when things get hard. You’ll help create a workplace where people feel safe, respected, and heard.”
It’s simple, honest, and powerful.
When you add these layers to a strong foundation, your job post doesn’t just look better—it feels better to the people reading it.
Should You Use AI to Write Your Job Description?
These days, every hiring platform seems to offer one-click AI job post generators.
Even tools like Manatal, Workable, and Recruitee now let you “generate a job description instantly.”
But here’s the truth:
Using AI the wrong way can seriously hurt your hiring efforts.
❌ The Wrong Way to Use AI
If you just type:
“Write me a job description for an employee relations manager”
You’ll get a generic, lifeless post that sounds like every other listing online. It won’t reflect your team. It won’t connect with great candidates. And it won’t help you stand out.
Worst of all?
It attracts the wrong kind of applicants—people who are just spraying their résumés around.
✅ The Right Way to Use AI (Smart + Intentional)
AI is a great writing assistant—but only if you give it direction.
Here’s how to prompt it properly:
🧠 Start With These Raw Ingredients:
- What your company does
- Your mission, culture, and team vibe
- The actual responsibilities of the role
- The soft skills that matter (e.g. empathy, listening, discretion)
- Perks, benefits, and salary range
- A quick note about how your hiring process works
- Any written notes you’ve already jotted down
💬 Then Use a Prompt Like This:
“Help me write a compelling job post for [Your Company Name]. We’re hiring an Employee Relations Manager to help with [Insert responsibilities].
Our culture is [Describe your culture—collaborative, fast-paced, etc.], and we want to attract candidates who are [Insert traits—empathetic, calm under pressure, etc.].
We offer the following benefits: [List benefits] and this is our salary range: [Insert].
Here’s our hiring process: [Explain it simply].
Finally, here are some notes I’ve written to get us started:
[Paste your rough draft or bullet points]”
This gives AI something real to work with—your voice, your values, your structure.
From there, let it help you organize, polish, and refine—not generate blindly.
Use AI like an editor, not a shortcut.
⚠️ Final Reminder:
Your job post is often the first impression of your company.
Don’t let it sound like a robot wrote it.
Show candidates that a real person is behind the words—and you’ll attract more of the right ones.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Need a Copy-Paste Job Description? Start Here.
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: Employee Relations Manager — Help Build a Fair, People-First Workplace
💼 Job Type: Full-Time | Hybrid or Remote
📍Location: [City, State or Remote]
💰 Salary Range: [$XX,000–$YY,000/year]
🎥 A quick message from our team
(Insert your Loom or YouTube link here — it could be from the Hiring Manager, HR Lead, or CEO)
Who We Are
At [Company Name], we’re on a mission to create a workplace where people feel respected, heard, and supported. We believe that healthy teams build great products—and that starts with trust, fairness, and strong communication. As we grow, we’re looking for an Employee Relations Manager to help us protect and nurture that culture at every stage.
What You’ll Do
- Coach managers through tough people challenges
- Handle workplace conflicts and employee concerns with empathy and professionalism
- Conduct internal investigations and maintain clear documentation
- Partner with leadership and legal on compliance-related issues
- Proactively spot trends and recommend culture-improving changes
What You Bring
- 3+ years of employee relations or HRBP experience
- Strong written and verbal communication
- A calm, solutions-first mindset—especially in high-pressure situations
- Familiarity with employment law and HR compliance
- Bonus: Experience in fast-paced, growing organizations
🎁 Perks & Benefits
- Health, dental, and vision insurance
- Flexible PTO and company-observed holidays
- Remote work flexibility (or hybrid, depending on your location)
- Annual professional development budget
- Wellness programs and mental health support
🌟 Why This Role Is a Great Fit
You won’t just be managing HR processes—you’ll be a voice of fairness and trust inside the organization. You’ll have the autonomy to make a real impact, the support of a collaborative HR team, and the opportunity to help shape how people experience work at [Company Name].
📥 Apply here via WorkScreen.io: [Insert Application Link]
All applicants go through a fair, skills-first evaluation—so you’re never judged solely by your résumé.
📋 Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Employee Relations Manager
💼 Job Type: [Full-Time/Part-Time]
📍Location: [City, State or Remote]
💰 Salary Range: [$XX,000–$YY,000/year]
🎥 Meet the team behind the role
(Insert video link—this can be a casual Loom intro from the hiring manager or team lead)
Job Brief
We’re looking for an Employee Relations Manager to join [Company Name] and help us create a workplace that’s clear, fair, and values-driven. You’ll act as a trusted partner to employees and leaders, providing guidance, resolving issues, and supporting a culture of open communication and integrity.
Responsibilities
- Handle employee concerns and workplace conflicts professionally and confidentially
- Conduct investigations and ensure thorough, timely documentation
- Advise managers on performance, coaching, and policy application
- Recommend policy improvements and maintain legal compliance
- Track trends and identify early signs of cultural issues
Requirements
- 3–5 years in employee relations or similar HR function
- Strong knowledge of employment laws and workplace best practices
- Excellent judgment and emotional intelligence
- Experience managing sensitive or high-stakes people issues
- Strong organizational and documentation skills
🎁 Perks & Benefits
- Health, dental, and vision insurance coverage
- PTO and paid company holidays
- Remote-friendly or flexible work arrangements
- Budget for courses, conferences, and certifications
- Access to employee wellness and support resources
📥 Apply through WorkScreen.io: [Insert Application Link]
We use WorkScreen to make the process fair and efficient. Every applicant is evaluated based on skills—not just keywords on a résumé.
Let WorkScreen Handle the Next Step
By now, you’ve seen what a great job post looks like—clear, compelling, human, and intentional.
But here’s the truth: even the best-written job post won’t help if the wrong candidates flood your inbox—or if your best applicants get lost in the noise.
That’s where WorkScreen comes in.
✅ WorkScreen Helps You:
🎯 Quickly identify your top candidates
Once your job post goes live, WorkScreen automatically evaluates, scores, and ranks applicants based on performance—not just résumés.
You’ll instantly see who stands out, who’s a great fit, and who’s just clicking “apply” everywhere.
🛠️ Easily run one-click skill assessments
You can add role-specific skill tests to your job post in seconds. This lets you measure real-world ability, not just credentials—and helps filter out unqualified applicants early.
🔐 Avoid low-effort and AI-generated applications
WorkScreen helps you eliminate ghost applicants, résumé spammers, and AI-generated cover letters. The result?
You only spend time with people who are genuinely interested—and genuinely qualified.
If you’re tired of sorting through hundreds of generic applications... If you want to stop relying on gut instinct and start hiring based on actual skills... 👉 Start hiring smarter with WorkScreen.io Create your job post. Add your evaluation. Let the platform do the rest.
FAQ
An HR Manager oversees a broad range of human resources functions—everything from hiring, onboarding, payroll, benefits, and compliance.
An Employee Relations Manager, on the other hand, focuses specifically on maintaining a healthy workplace environment. They handle workplace conflicts, manage employee grievances, conduct investigations, and act as a neutral bridge between staff and leadership.
Think of it this way:
- HR Managers manage systems.
- Employee Relations Managers manage people dynamics.
In larger companies, ER Managers often specialize in conflict resolution and workplace culture, while HR Managers cover broader operations.
Look for someone who combines empathy with professional rigor. Ideal candidates usually have:
- Strong communication and active listening
- High emotional intelligence (EQ)
- Conflict resolution and mediation skills
- Knowledge of labor laws and compliance
- Calm under pressure
- Trustworthiness and discretion
- Clear documentation and case management experience
Bonus traits include cultural sensitivity, the ability to coach managers, and experience with DEI-related conversations.
As of 2025, the average salary for an Employee Relations Manager in the U.S. ranges from $75,000 to $105,000 per year, depending on:
- Location (urban areas tend to pay more)
- Industry (tech and finance typically offer higher compensation)
- Company size and budget
- Level of responsibility (individual contributor vs. leadership)
Entry-level or associate roles may start around $60K, while senior-level ER managers in large orgs can exceed $120K+ with bonuses and equity.
Here are strong signals it’s time:
- You’re managing 50+ employees and conflict cases are increasing
- Your HR team is stretched thin and can’t give employee issues full attention
- You’ve faced legal risks due to inconsistent policy enforcement
- You want to strengthen culture and retention during a growth phase
If HR is constantly in “putting out fires” mode, a dedicated ER Manager brings much-needed structure and focus.
Yes—especially if you’re scaling quickly.
A good ER Manager helps prevent burnout, improves communication, and ensures your growing team still feels safe, supported, and respected.
Even if it’s a hybrid HR/ER role, having someone focused on internal health pays off in productivity and retention.
