{"id":2200264,"url":"https://alion.io/job/amerit-fleet-solutions-director-employee-relations","title":"Director, Employee Relations","company":{"id":3789893,"name":"Amerit Fleet Solutions","domain":"ameritfleetsolutions.com","url":"https://alion.io/company/ameritfleetsolutions","size_band":"1001-5000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"iCIMS","truth_index":{"grade":"A","score":100,"open_postings":17,"ghost_share":0,"stale_share":0,"repost_share":0,"time_to_fill_p50_days":9,"computed_at":"2026-10-21T05:46:15Z"}},"role":"HR","role_family":"HR","seniority":"head","employment_type":null,"work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Charlotte, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":155000,"max":175000,"currency":"USD","period":"year","gross":null,"usd_annual":175000},"salary_estimate":null,"experience_years_min":10,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-10-09T21:09:47Z","employer_posted_date":"2026-10-12","last_verified_at":"2026-10-21T13:06:20Z","board_verified":true,"closed_at":null,"days_open":11,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":11},"description":"Position Summary\nAmerit Fleet Solutions, one of the leading fleet maintenance companies in the U.S., is seeking an experienced, inspired and mission-driven Director of Employee Relations to join our growing team!\nThe Employee Relations (ER) team supports the organization by addressing workplace concerns fairly, consistently, and respectfully through strong intake, effective case resolution, and sound employment practices.\nThe Director, Employee Relations leads Amerit's Employee Relations function, setting the strategy, standards, and operating discipline for how the organization identifies, investigates, and resolves employee relations matters across a multi-site, field-based workforce. This role owns the ER team's highest-risk work, including EEOC and other agency charge response, and oversight of complex and sensitive workplace investigations. The Director serves as the primary connection point to Legal on employee relations matters and partners closely with the Director, People Business Partners and People Business Partners (PBPs) to ensure ER and PBP work in close alignment, with clear escalation discipline, on employee matters across the business.\nThe ideal candidate combines deep employee relations and labor relations expertise with strong people leadership skills, sound judgment under pressure, and the ability to build scalable, defensible ER practices in a fast-paced, multi-site operational environment.\nCompensation: Competitive Pay - Paid weekly, every Friday! Salary Range: $155,000 - $175,000 base depending on experience with bonus potential.\nLocated in Charlotte, NC.\nThe benefits of belonging - what’s in it for you?\nFull benefits within 30 days\nMedical, dental, vision, prescription drug coverage, life insurance, disability insurance\n401(k) match program\nUnlimited vacation, holidays, and sick time\nCommitment to your safety through boot and prescription safety glasses reimbursement\nCareer and learning development with an extensive training program through our Amerit University\nEmployee referral program, up to $500 bonus\nASE certification program with fee reimbursement and bonus\nEmployee recognition platform that includes opportunities to redeem points for merchandise\nEmployee Assistance Program (EAP)\n24/7 nurse triage line\nEmployee discounts on cell phone service and entertainment tickets\nEmployee resource groups (ERGs) that foster inclusion\nEssential Duties & Responsibilities\nTeam Leadership & ER Function Management\nLead, coach, and develop a team of 5, including a Senior Employee Relations Case Manager, Employee Relations Case Managers, and an ER Intake Coordinator.\nSet caseload standards, quality expectations, and escalation criteria across the ER team; ensure consistent, timely, and well-documented case resolution.\nOwn ER tools, templates, playbooks, and case management systems; drive continuous improvement in intake, investigation, and documentation practices.\nBuild team capability and bench strength through coaching, calibration, and knowledge-sharing across case managers.\nInvestigation Oversight & Case Management\nProvide oversight and quality assurance on complex, high-risk, and precedent-setting investigations led by the Senior Case Manager and Case Managers.\nServe as the final escalation point for the ER team on the most sensitive matters, including those involving senior leaders, significant legal exposure, or reputational risk.\nReview and approve findings, recommendations, and documentation on the highest-risk matters to ensure consistency, sound judgment, and defensible outcomes.\nPartner with the Senior Employee Relations Case Manager to maintain investigation standards, case strategy, and coaching for the broader case manager team.\nLegal & Cross-Functional Partnership\nServe as the primary Employee Relations connection to Legal, routing matters appropriately and ensuring timely, well-prepared handoffs on litigation holds, subpoenas, and legal inquiries.\nPartner with Legal and outside counsel on separations, settlements, and other high-risk employment actions.\nPartner with Safety, Compliance, and business leaders on matters requiring coordinated response.\nPartnership with People Business Partners\nPartner closely with the Director, People Business Partners to reinforce role clarity and escalation discipline between the PBP and ER functions.\nEnsure PBPs are equipped to identify, escalate, and partner on ER issues in a timely and consistent manner.\nSupport leadership coaching on employee issues in alignment with ER guidance, balancing employee experience with risk mitigation and compliance.\nData, Reporting & Risk Management\nTrack and report on ER case volume, trends, cycle time, and outcomes to the AVP, Employee Experience and other senior leaders.\nIdentify systemic themes and risks across cases and recommend policy, training, or process improvements.\nOwn Employee Relations policy content and ensure policies remain current, consistent, and legally compliant across jurisdictions.\nCharge Response & Regulatory Matters\nOwn the organization's response to EEOC charges and other administrative agency complaints (e.g., state fair employment agencies, DOL), partnering with Legal and outside counsel as needed.\nEnsure timely, well-documented, and legally sound positions statements and supporting documentation for all charges and claims.\nTrack charge and claim trends; identify systemic risks and recommend policy, training, or process changes to reduce exposure.\nQualifications\nBachelor's degree in Human Resources, Business Administration, or related field required; advanced degree or JD a plus.\n10+ years of progressive Human Resources experience, with significant depth in employee relations, workplace investigations, and labor relations.\n5+ years of people leadership experience, including managing case managers or similar HR professionals.\nDemonstrated experience leading union avoidance strategy and responding to union organizing activity.\nExperience managing EEOC charges and other agency complaints, including direct partnership with Legal and outside counsel.\nStrong knowledge of federal, state, and local labor and employment law across multiple jurisdictions.\nExperience in multi-site, field-based, or operational workforce environments strongly preferred.\nSkills & Competencies\nExceptional judgment in high-risk, ambiguous, and sensitive situations.\nProven ability to lead and develop a team of case managers, with strong coaching and calibration skills.\nExceptional interpersonal and communication skills, with the ability to influence and advise senior leaders and Legal.\nStrong analytical skills, with the ability to identify trends and translate case data into risk insights and process improvements.\nAbility to manage highly sensitive and confidential information with discretion and integrity.\nAbility to thrive in a fast-paced, multi-site operational environment.\nPreferred\nHR certification (SHRM-SCP, SPHR, or equivalent).\nExperience with HR case management platforms (e.g., AllVoices, EthicsPoint, Navex).\nPrior experience partnering directly with in-house or outside labor and employment 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