Owens & Minor Distribution Inc.
Director, Employee Relations
Owens & Minor Distribution Inc., Mechanicsville, Virginia, United States, 23116
At Owens & Minor, we are a critical part of the healthcare process. As a Fortune 500 company with 50+ facilities across the US and 18,000 teammates in over 90 countries, we provide integrated technologies, products and services across the full continuum of care. Customers—and their patients—are at the heart of what we do.
Our mission is to empower our customers to advance healthcare, and our success starts with our teammates.
Job Description : The Director of Employee Relations will lead the company’s employee relations function, responsible for fostering a positive, equitable, and compliant workplace environment. This role will focus on ensuring fair treatment of employees, promoting open communication, and resolving conflicts while aligning with the company’s business objectives. The director will play a key role in shaping workplace culture, managing sensitive issues, and advising on policies that support both employee engagement and company goals.
Core Responsibilities :
Strategic Leadership: Develop and execute a comprehensive employee relations strategy that supports the company’s business goals and ensures alignment with legal standards and best practices.
Policy Development & Compliance: Create, review, and implement employee relations policies and procedures, ensuring compliance with all applicable labor laws, regulations (including EEO, FMLA, ADA, etc.), and internal standards.
Conflict Resolution & Investigations: Oversee the process for resolving employee grievances, workplace conflicts, and complaints, including leading or advising on complex investigations of alleged misconduct, harassment, or policy violations.
Coaching & Advisory Role: Serve as a trusted advisor to senior leadership, HR, and management on employee relations matters, providing coaching, conflict mediation, and guidance on corrective actions.
Employee Engagement: Work to foster a culture of trust, respect, and accountability by promoting open communication channels, listening to employee concerns, and enhancing employee engagement initiatives.
Data-Driven Insights: Monitor key employee relations metrics (e.g., turnover rates, complaints, dispute resolution time) and utilize data analytics to proactively address trends, identify risks, and drive continuous improvement.
Legal & Risk Management: Collaborate with legal counsel to mitigate potential legal risks by ensuring timely and thorough handling of employee relations cases and participate in legal proceedings when necessary.
Training & Development: Design and deliver training programs for managers and employees on employee relations topics, such as conflict resolution, performance management, and appropriate workplace conduct.
Cross-Functional Collaboration: Work closely with other HR teams, including Talent Management, Compensation & Benefits, and Diversity & Inclusion, to integrate employee relations strategies with broader HR initiatives.
Qualifying Experience :
Minimum of 8-10 years of progressive experience in employee relations, labor relations, human resources, or employment law, preferably within a distribution or manufacturing environment.
Bachelor’s degree in human resources, Business Administration, or a related field; master’s degree, JD, or HR certification (e.g., SHRM-SCP, SPHR) preferred or any combination of education and experience to meet the above requirements.
Proven track record of managing complex employee relations issues in a large, multi-state or global organization.
Strong knowledge of employment laws and regulations (EEO, FMLA, ADA, Title VII, etc.).
Exceptional conflict resolution, mediation, and negotiation skills.
Ability to build trust and maintain confidentiality.
Strong leadership and team management skills with experience guiding cross-functional HR teams.
Excellent verbal and written communication skills.
Ability to influence and advise senior leadership.
Ability to travel ~25% to 50% to Distribution Centers and Plants.
Open to a hybrid remote working environment.
Owens & Minor is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, sexual orientation, genetic information, religion, disability, age, status as a veteran, or any other status prohibited by applicable national, federal, state or local law.
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Our mission is to empower our customers to advance healthcare, and our success starts with our teammates.
Job Description : The Director of Employee Relations will lead the company’s employee relations function, responsible for fostering a positive, equitable, and compliant workplace environment. This role will focus on ensuring fair treatment of employees, promoting open communication, and resolving conflicts while aligning with the company’s business objectives. The director will play a key role in shaping workplace culture, managing sensitive issues, and advising on policies that support both employee engagement and company goals.
Core Responsibilities :
Strategic Leadership: Develop and execute a comprehensive employee relations strategy that supports the company’s business goals and ensures alignment with legal standards and best practices.
Policy Development & Compliance: Create, review, and implement employee relations policies and procedures, ensuring compliance with all applicable labor laws, regulations (including EEO, FMLA, ADA, etc.), and internal standards.
Conflict Resolution & Investigations: Oversee the process for resolving employee grievances, workplace conflicts, and complaints, including leading or advising on complex investigations of alleged misconduct, harassment, or policy violations.
Coaching & Advisory Role: Serve as a trusted advisor to senior leadership, HR, and management on employee relations matters, providing coaching, conflict mediation, and guidance on corrective actions.
Employee Engagement: Work to foster a culture of trust, respect, and accountability by promoting open communication channels, listening to employee concerns, and enhancing employee engagement initiatives.
Data-Driven Insights: Monitor key employee relations metrics (e.g., turnover rates, complaints, dispute resolution time) and utilize data analytics to proactively address trends, identify risks, and drive continuous improvement.
Legal & Risk Management: Collaborate with legal counsel to mitigate potential legal risks by ensuring timely and thorough handling of employee relations cases and participate in legal proceedings when necessary.
Training & Development: Design and deliver training programs for managers and employees on employee relations topics, such as conflict resolution, performance management, and appropriate workplace conduct.
Cross-Functional Collaboration: Work closely with other HR teams, including Talent Management, Compensation & Benefits, and Diversity & Inclusion, to integrate employee relations strategies with broader HR initiatives.
Qualifying Experience :
Minimum of 8-10 years of progressive experience in employee relations, labor relations, human resources, or employment law, preferably within a distribution or manufacturing environment.
Bachelor’s degree in human resources, Business Administration, or a related field; master’s degree, JD, or HR certification (e.g., SHRM-SCP, SPHR) preferred or any combination of education and experience to meet the above requirements.
Proven track record of managing complex employee relations issues in a large, multi-state or global organization.
Strong knowledge of employment laws and regulations (EEO, FMLA, ADA, Title VII, etc.).
Exceptional conflict resolution, mediation, and negotiation skills.
Ability to build trust and maintain confidentiality.
Strong leadership and team management skills with experience guiding cross-functional HR teams.
Excellent verbal and written communication skills.
Ability to influence and advise senior leadership.
Ability to travel ~25% to 50% to Distribution Centers and Plants.
Open to a hybrid remote working environment.
Owens & Minor is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, sexual orientation, genetic information, religion, disability, age, status as a veteran, or any other status prohibited by applicable national, federal, state or local law.
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