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Employee Relations Partner III

June 4, 2026

Job Summary: The Employee Relations Partner III serves as a strategic advisor on employee relations, partnering with business leaders, HR Business Partners, and CoE's to strengthen organizational practices and advance enterprise initiatives. This role helps shape and execute employee relations strategy, resolve complex issues with sound judgment and urgency, and foster a fair, compliant, and positive work environment. Essential Functions:<ul><li>Provide expert guidance and strategic thought in employee relations, serving as an advisor to leaders, addressing employee issues, aligning people initiatives with business goals, and driving organizational effectiveness.</li> <li>Create and implement positive employee relations strategies and practices by proactively identifying risks, recommending solutions, and fostering a fair, respectful, and compliant work environment.</li> <li>Partner with HRBP team and CoE’s to drive proactive change management and adoption efforts related to key functional and enterprise initiatives, helping leaders and their teams navigate change and reinforce sustainable outcomes.</li> <li>Independently resolve complex employee relations matters with sound judgment, discretion, and a strong sense of urgency, including situations that require the ability to operate effectively in gray areas.</li> <li>Advise business leaders on policy interpretation, performance management, risk assessment, and collaborating to establish and implement performance standards that promote accountability and support department objectives.</li> <li>Coach leaders to confidently handle routine employee issues independently—drafting clear communications and maintaining proper documentation—reducing the need for Employee Relations review of every coaching conversation.</li> <li>Conduct thorough, timely, and well-documented investigations, assess findings, identify root causes, and recommend appropriate next steps.</li> <li>Analyze employee engagement metrics, case trends, and exit data to uncover key insights, guide strategic decision-making, and collaborate with leadership to develop action plans that enhance employee satisfaction and retention.</li> <li>Utilize authorized AI-enabled tools to enhance communications, documentation, streamline workflows, and enhance employee relations processes—while upholding sound judgment, confidentiality, and regulatory compliance.</li> <li>Design, update, and deliver employee relations training to audiences at all levels, both in-person and virtually, to strengthen leadership skills and promote organizational consistency.</li><li>Perform any other job related duties as requested.</li></ul> Education and Experience:<ul><li>Bachelor's degree in human resources or a related field required </li> <li>Master's degree in Human Resources, Business Administration or related field preferred </li><li>Equivalent years of relevant work experience may be accepted in lieu of required education</li><li>Five (5) years of experience dealing with a variety of complex employee relations issues at multiple levels within an organization required </li> <li> Experience partnering with HR Business Partners, CoE's and senior leaders, including C-suite executives preferred </li> <li> Experience supporting organizational change management initiatives and enterprise-wide programs preferred </li> <li> Experience using AI-enabled tools to support employee communications, documentation, workflow efficiency, and process improvement in HR or employee relations environments preferred </li></ul>Competencies, Knowledge and Skills:<ul><li>Excellent written, oral, presentation, and interpersonal communication skills</li> <li>Ability to work independently and collaboratively in a team environment</li> <li>Effective time management and multitasking skills, including the ability to anticipate and adapt to changing priorities</li> <li>Up-to-date knowledge of employment laws, workplace trends, and employee relations best practices across multiple states</li> <li>Strong critical thinking, judgment, and decision-making skills</li> <li>Strong organizational skills and attention to detail</li> <li>Ability to operate effectively in ambiguous situations and navigate complex issues with professionalism and confidence</li> <li>Ability to work with a strong sense of urgency while managing sensitive and complex employee relations matters</li> <li>Strong conflict management, investigation, and problem-solving skills</li> <li>Executive presence and the ability to influence, coach, and collaborate effectively with leaders at all levels, including senior executives</li> <li>Ability to build leader capability by providing practical coaching, tools, and guidance that enable managers to independently address routine employee issues, documentation, and communications with confidence and consistency</li> <li>Strong understanding of HR information systems and data analytics</li> <li>Proficiency with Microsoft Office, including Word, Excel, and PowerPoint, Copilot and other approved Artificial Intelligence (AI) tools</li> <li>Ability to develop and facilitate employee relations training topics for audiences at all organizational levels</li></ul>Licensure and Certification:<ul><li> Professional in Human Resources (PHR) / Senior Professional in Human Resources (SPHR) OR Strategic Human Resource Business Partner (sHRBP) certification preferred </li> </ul>Working Conditions:<ul><li>General office environment; may be required to sit or stand for extended periods of time</li><li> Travel is not typically required</li></ul>Compensation Range:$72,200.00 - $115,500.00CareSource takes into consideration a combination of a candidate’s education, training, and experience as well as the position’s scope and complexity, the discretion and latitude required for the role, and other external and internal data when establishing a salary level. In addition to base compensation, you may qualify for a bonus tied to company and individual performance. We are highly invested in every employee’s total well-being and offer a substantial and comprehensive total rewards package. Compensation Type (hourly/salary):SalaryOrganization Level Competencies <ul><li style="text-align:left">Fostering a Collaborative Workplace Culture</li><li style="text-align:left">Cultivate Partnerships</li><li style="text-align:left">Develop Self and Others</li><li style="text-align:left">Drive Execution</li><li style="text-align:left">Influence Others</li><li style="text-align:left">Pursue Personal Excellence</li><li style="text-align:left">Understand the Business</li></ul> <h2>This job description is not all inclusive. CareSource reserves the right to amend this job description at any time. CareSource is an Equal Opportunity Employer. We are dedicated to fostering an environment of belonging that welcomes and supports individuals of all backgrounds.</h2>#LI-RW1

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...

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