The Employee Relations Business Partner serves as the primary case owner for complex Employee Relations investigations within an assigned region. The role manages cases end to end, from intake through documentation and resolution, and advises managers and HR Business Partners on fair, consistent, and legally sound outcomes.
This individual contributor reports to the Manager, Employee Relations for the region and has no direct reports. The role owns Tier 2 and Tier 3 complex Employee Relations cases and partners closely with HR Business Partners, Operations, Legal, and other stakeholders to support objective, respectful, and risk-informed case outcomes.
What You'll Do
Investigations & Case Management
Own complex Employee Relations investigations end to end, including intake, investigation planning, evidence gathering, factual findings, recommendations, and resolution.
Investigate allegations of harassment, discrimination, retaliation, workplace violence, threats, ethics violations, and policy violations.
Interview complainants, witnesses, and accused employees.
Gather documentation and evidence, make factual findings, and recommend corrective action.
Maintain accurate, timely case records in the centralized case management platform.
Document investigation outcomes to a standard that withstands legal and agency review.
Consultation & Advisement
Provide consultation and advisement to managers, HR Business Partners, and Operations.
Advise on performance management, corrective action, documentation standards, and termination decisions.
Guide leaders on employee conduct issues, team conflict, and leave or accommodation concerns.
Ensure recommendations are consistent, fair, legally compliant, and risk reducing.
Conflict Resolution & Mediation
Lead conflict resolution and workplace mediation for interpersonal and team disputes.
De-escalate concerns before they become formal complaints when appropriate.
Facilitate resolution conversations between employees and leaders.
Help restore working relationships following an investigation.
Refer matters to the appropriate escalation tier when local resolution is not possible.
Legal & Cross-Functional Partnership
Partner with HR Business Partners, Operations, and Legal on case strategy.
Support EEOC charges, state agency complaints, and unemployment matters with evidence collection and investigation summaries.
Partner with Asset Protection on fraud and theft matters.
Escalate high-risk matters to the Manager, Employee Relations in line with the escalation framework.
Apply federal and state employment-law requirements to case decisions and recommendations.
Trends, Training & Continuous Improvement
Coach and train managers on Employee Relations practices and policy application.
Flag emerging trends, recurring workplace issues, and manager risk indicators.
Contribute to Employee Relations standard operating procedures, templates, and toolkits.
Support enterprise reporting with accurate case data and complete closure detail.
Participate in ongoing Employee Relations certification and investigative skills development.
What We're Looking For
Wicklander-Zulawski interview certification.
PHR or SHRM-CP certification.
Experience supporting field, retail, distribution, or other multi-site workforces.
Fueled by Growth, Driven by You
At RaceTrac, our people make the difference. Whether you’re working in a store, at our corporate office, or on the road, you’ll be part of a team that brings energy, innovation, and a passion for serving others every day. We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there’s always a new challenge to take on and a new path to pursue. Join us and discover how far your career can go.
To see what #LifeatRaceTrac is like, visit our LinkedIn, Facebook, and Instagram pages.
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.