Sr Manager, Employee Relations

• Full-time
• Pay Range: $97,350.00/Yr. - $142,659.00/Yr.
• Shift Days: , Shift Time:
• Benefits on Day 1 Health/Rx Dental Vision Flexible and health spending accounts (FSA/HSA) Supplemental life insurance 401(k) Paid time off Paid sick time Short term & long term disability coverage (STD/LTD) Employee stock ownership (ESOP) Holiday pay for company designated holidays
• Health/Rx
• Dental
• Vision
• Flexible and health spending accounts (FSA/HSA)
• Supplemental life insurance
• 401(k)
• Paid time off
• Paid sick time
• Short term & long term disability coverage (STD/LTD)
• Employee stock ownership (ESOP)
• Holiday pay for company designated holidays

At KeHE, we’re obsessed with creating solutions, unboxing potential, and serving others – and it all starts with you.

As an employee-owned distributor of natural and organic, specialty, and fresh products, we’re committed to making a positive impact and scaling our success together.

With a culture that fosters development and opportunity, you’ll be embarking on a career that’s moving forward.

When you join KeHE, you’re becoming part of a team that is a force for good.

The Senior Manager of Employee Relations builds and leads a team resolving complex employee relations issues, serving as the lead subject matter expert for California operations across union and non-union environments.

This role oversees consultations, investigations, case management, and process standardization, while working to centralize the employee relations model.

Working closely with internal teams, this role interprets policies and labor agreements, conducts investigations, and recommends proactive solutions to mitigate risk and support a positive workplace culture.

Additionally, the role acts as a key thought partner in building a centralized Employee Relations Center of Excellence, driving scalable practices enterprise-wide.

Success requires sound judgment, business acumen, and a practical approach to balancing organizational goals, employee experience, and risk.

As with all positions at KeHE Distributors, we expect that all actions will be consistent with KeHE’s Mission, Vision, and Values.

• Serve as a trusted advisor to HR and business leaders on complex employee relations matters, interpreting company policies, employment practices, and California employment law to balance employee experience, compliance, and business objectives.
• Serve as a key employee relations resource for union and non-union operations, providing guidance on collective bargaining agreement interpretation, grievance management, disciplinary actions, investigations, and workplace concerns.
• Partner with the HR Director to implement the employee relations operating model and centralized service delivery approach, supporting the ongoing development of a centralized Employee Relations Center of Excellence through process design, documentation, and standardization.
• Establish and maintain case management, triage, and escalation protocols.
• Analyze case trends and emerging workforce risks to develop recommendations for employee relations programs, processes, and proactive risk mitigation strategies that reduce organizational exposure.

• Lead implementation of California employee relations operations within the centralized ER model, developing and maintaining intake, triage, escalation, investigation, and case management processes.
• Consult and coach leaders and HR partners on employee relations issues, performance management, disciplinary actions, separations, documentation, and risk-conscious decision making.
• Lead and oversee complex and sensitive workplace investigations involving allegations of harassment, discrimination, retaliation, workplace misconduct, accommodation concerns, and policy violations, ensuring investigations are conducted promptly, objectively, and consistently, with thorough case documentation and records.
• Analyze employee relations trends and workforce insights to identify emerging themes, root causes, and opportunities for proactive intervention.
• Evaluate employee relations matters for potential labor relations implications and recommend courses of action consistent with company policies, collective bargaining agreements, and applicable employment laws.
• Partner with Legal on high-risk employee relations matters, claims, agency charges, and litigation support.
• Champion continuous improvement of employee relations programs, tools, resources, and service delivery models, and develop and deliver training for HR partners and leaders on employee relations practices, investigations, documentation, and compliance requirements.
• Other duties and projects as assigned.

• Deep knowledge of California employment laws and employee relations best practices.
• Demonstrated experience influencing leaders and driving outcomes across a multi-site organization.
• Strong investigation, conflict resolution, interviewing, and documentation skills.
• Proficient in MS Excel (e.g. pivot tables and vlookups, etc.)
• Ability to communicate effectively both verbally and in writing.
• Ability to work successfully under pressure and handle multiple highly sensitive issues and competing priorities.
• Ability to manage and lead a team to resolve employee relations issues.

• Bachelor's degree in Human Resources, Labor Relations or a related field.
• 8+ years of progressive HR or Employee Relations experience.
• 5+ years leading complex employee relations matters and workplace investigations.
• Experience supporting employee relations in both union and non-union environments.
• SHRM-SCP, SPHR, or equivalent certification preferred.
• Experience with labor relations in distribution, manufacturing, transportation, logistics, or other operational workforce environments, including interpreting and applying collective bargaining agreements and supporting grievance investigations, disciplinary matters, and labor-management discussions, is preferred.
• Experience implementing employee relations programs, processes, or shared service/support models, and utilizing employee relations case management systems, reporting tools, and workforce analytics, is preferred.

• These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job.