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:

• 8+ 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.

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.