Role Description Zayo is seeking a seasoned and strategic Senior Employee Relations Manager to lead the organization's employee relations strategy and workplace investigations function across the United States and Canada. As the senior subject matter expert in employee relations, this role serves as a trusted advisor to business leaders, HR partners, and employees providing guidance on complex employee matters, workplace investigations, employment risk management initiatives, and workplace best practices. The Senior Employee Relations Manager will play a critical role in protecting Zayo's culture, supporting organizational effectiveness, and ensuring fair, consistent, and compliant employment practices while fostering an environment and culture of accountability, respect, inclusion, and high performance where employees can thrive and do their best work. Key Responsibilities: - Employee Relations Leadership - Serve as the organization's senior employee relations expert and trusted advisor to HR Business Partners, managers, and senior leaders. - Act as the escalation point for complex employee relations matters across the organization, providing consultation, risk assessment, and recommendations for resolution. - Lead the resolution of sensitive, high-risk, and business-critical employee relations matters, including executive-level concerns and matters with potential legal, reputational, or organizational impact. - Provide consultation and guidance on performance management, employee conduct, workplace conflict, policy application, disciplinary actions, and terminations. - Ensure consistency and fairness in employee relations practices across business units and geographies. - Identify emerging employee relations trends and risks and provide recommendations for HR and business leadership. - Support People & Culture compliance initiatives by monitoring regulatory developments, conducting compliance reviews, recommending policy enhancements, and helping ensure HR practices align with applicable federal, state, provincial, and local employment laws and company policies. - Workplace Investigations - Lead and oversee investigations involving allegations of harassment, discrimination, retaliation, misconduct, ethics concerns, workplace conflict, and policy violations in both the US and Canada. - Conduct thorough, objective investigations and prepare findings and recommendations. - Partner with Legal and Compliance on matters involving elevated legal, regulatory, or organizational risk. - Ensure investigations are completed consistently, professionally, and in alignment with company values and employment practices. - Maintain accurate case documentation and investigation records. - Leadership & HRBP Partnership - Partner closely with HR Business Partners to develop practical solutions for employee and organizational challenges. - Coach leaders through complex employee situations, helping them navigate difficult conversations, performance concerns, corrective actions, organizational changes, and employee complaints. - Support HRBPs in evaluating employment-related risks and determining appropriate courses of action. - Build manager capability through coaching, education, and guidance on employee relations best practices and training. - Collaborate with HRBPs to ensure a consistent employee experience and application of employment practices across the organization. - Employment Risk Management - Assess employee relations situations for potential legal, reputational, and organizational risk. - Provide recommendations that balance business needs, employee experience, and risk management considerations. - Monitor trends in employee relations activity and recommend proactive actions to address recurring issues and reduce organizational risk. - Serves as a trusted advisor on People & Culture compliance, providing practical guidance to ensure HR programs, policies, and practices remain compliant, consistent, and operationally effective. - Team Leadership & Operational Excellence - Lead, coach, and develop the Employee Relations team member. - Establish effective processes, documentation standards, and case management practices. - Develop reporting and insights related to employee relations activity, trends, and outcomes. - Contribute to continuous improvement efforts that enhance the effectiveness, consistency, and scalability of employee relations support across the organization. - Use technology tools and resources (e.g. HR Acuity and Workday). Qualifications - Bachelor's degree in Human Resources, Business, Psychology, Employment Law, or related field required. - Minimum of ten (10) years of progressive experience in Employee Relations, Human Resources, Employment Law, or related disciplines. - Significant experience conducting complex workplace investigations and advising senior leaders on employee relations matters. - Strong knowledge of U.S. and Canadian employment laws and workplace practices. - Demonstrated success managing sensitive employee issues with sound judgment and discretion. - Experience partnering with Legal and Compliance on employment-related matters. - Strong conflict resolution, mediation, coaching, and consulting skills. - Experience supporting large, geographically dispersed organizations preferred. Requirements - Exceptional judgment and ability to navigate highly sensitive employee situations. - Trusted advisor who builds credibility with executives, leaders, HR partners, and employees. - Skilled investigator with strong analytical and problem-solving capabilities. - Ability to influence outcomes through coaching, consultation, and relationship building. - Comfortably operating independently while managing competing priorities and complex stakeholder relationships. - Balances employee advocacy, business needs, and risk management with professionalism and integrity. - Calm, confident, and effective in high-pressure situations. - Passionate about fostering a respectful, inclusive, and accountable workplace culture. Benefits - Excellent Health, Dental & Vision Insurance - Retirement 401(k) Savings Plan - Generous paid time off policy including paid parental leave