Employee Relations and Compliance Manager

Embark on a Journey of Impactful Adventure

The Employee Relations & Compliance Manager leads the association’s employee relations function, serving as the primary resource for workplace investigations, conflict resolution, performance and conduct matters, and supervisor coaching across all branches and departments. The position conducts thorough and impartial investigations, reviews and approves all formal disciplinary actions, and ensures that employee relations practice is applied fairly and consistently association-wide. The Manager builds supervisor capability through training and day-to-day coaching so that routine performance and conduct matters are addressed appropriately at the branch level.

The position also owns the unemployment compensation process from initial claim through final determination, including SIDES responses, appeal strategy, and referee hearing representation, and is responsible for staff clearance compliance, I-9 compliance, and accreditation and licensing documentation requirements. Reporting to the Associate Vice President of Human Resources, the Manager serves as a trusted partner to leadership, employees, and HR team members in resolving conflicts, mitigating organizational risk, and strengthening a culture of accountability and respect.

Who Are We?

The YMCA of Greater Brandywine (YGBW) was named a 2026 Top Workplace by The Philadelphia Inquirer for the third consecutive year. An association of nine YMCAs serving Chester County, the YMCA of Greater Brandywine is a non-profit organization dedicated to nurturing the potential of every child, promoting healthy living, and fostering social responsibility through life-changing programs for all.  

Perks & Benefits

• Free family YMCA membership, including outdoor pools
• Medical, dental, and vision insurance, along with paid holidays and plentiful PTO for full-time employees
• Babysitting while you work (up to 4 hours per day)
• Generous program discounts on childcare, camp, youth sports, swimming lessons and more!
• 12% employer contribution to retirement savings upon reaching eligibility and optional 403B retirement savings plan upon hire.
• Employee Assistance Program
• Continuing education reimbursement, tuition discounts with Chestnut Hill College and Immaculata University
• Career development and paid training
• Unlimited referral bonus beginning at $300.00

What You’ll Do

Employee Relations & Case Management

• Serve as the primary point of contact for employee relations matters across all branches and departments, ensuring timely, consistent, and fair resolution.
• Manage the full employee relations caseload, including intake, assessment, resolution, and closure, maintaining appropriate documentation at each stage.
• Advise supervisors and branch leadership on performance concerns, conduct issues, policy interpretation, and appropriate courses of action.
• Facilitate conflict resolution, mediation, and reset conversations between employees and supervisors where appropriate.
• Handle complex leave and ADA accommodation matters that intersect with active employee relations cases, in partnership with the Benefits, Leave & Engagement Specialist.
• Maintain confidentiality, objectivity, and sound judgment in all employee relations matters.
• Escalate legally sensitive matters and those carrying significant organizational exposure to the Associate Vice President of Human Resources and the CHRO.

Workplace Investigations

• Conduct thorough, impartial, and timely investigations into employee complaints, workplace conflicts, and allegations of misconduct, including matters involving child safety and supervision.
• Develop investigation plans, identify and interview witnesses, gather and assess evidence, and reach supportable findings.
• Prepare clear, well-documented investigation reports and recommendations for HR leadership review.
• Coordinate with branch leadership, operations partners, and outside agencies as appropriate during investigations.
• Maintain accurate and complete records of investigations, findings, and outcomes in accordance with legal and organizational standards.
• Identify patterns across investigations and recommend policy, training, or practice changes that reduce recurrence.

Disciplinary Review & Progressive Discipline

• Review and approve all formal disciplinary actions, including written warnings, final warnings, performance improvement plans, demotions, and terminations.
• Partner with supervisors to ensure disciplinary actions are documented appropriately, consistently, and in compliance with policy.
• Support managers in developing action plans and performance expectations for employees not meeting standards.
• Ensure progressive discipline is applied consistently across all branches and departments, recognizing that inconsistent enforcement creates direct organizational exposure.
• Advise on separation decisions and prepare or review separation documentation.

Supervisor Coaching & Capability Building

• Deliver training for managers and supervisors on employee relations policies, documentation standards, investigation basics, and progressive discipline.
• Provide ongoing coaching to branch and department leaders on performance management and conduct matters.
• Build branch-level capability so routine performance and conduct matters are handled appropriately at the site level rather than escalated to HR by default.
• Develop and maintain tools, templates, and guidance materials that support consistent employee relations practice across the association.

Unemployment Compensation

• Own the unemployment compensation process from initial claim notice through final determination.
• Prepare and submit timely SIDES responses and ensure all statutory filing deadlines are met.
• Assemble complete appeal case files, including separation documentation, disciplinary history, investigation notes, and applicable policy references.
• Recommend appeal or non-appeal decisions based on case merit, precedent, and organizational exposure.
• Represent the organization at Unemployment Compensation Board of Review referee hearings, including witness preparation and examination.
• Coordinate with outside legal counsel on unemployment matters as directed by HR leadership.
• Analyze determinations to identify gaps in documentation, policy enforcement, or supervisor training and translate findings into corrective action.

Clearance & Regulatory Compliance

• Ensure all active employees remain compliant with Pennsylvania Child Protective Services Law clearance requirements, including initial clearances and ongoing renewals.
• Monitor clearance expiration dates, coordinate renewal activity, and follow up with employees and supervisors to ensure timely completion.
• Review clearance documentation for accuracy and completeness and maintain records in accordance with organizational, accreditation, and licensing requirements.
• Oversee I-9 compliance across the association and conduct periodic audits to identify and correct errors or missing documentation.
• Maintain documentation meeting Praesidium Accreditation, ACA Camp Accreditation, and DHS program requirements, and support preparation for accreditation audits and renewals.
• Own the association’s suspicion-based drug testing standard operating procedures.
• Ensure compliance with the Pennsylvania Child Labor Act and maintain required labor law postings.
• Partner with the HR Operations team to verify that clearances, background checks, and required onboarding documentation are completed accurately before employees begin work.
• Serve as the point of contact for staff and supervisors regarding clearance and compliance requirements and manage exceptions as they arise.
• Oversee any external partners, systems, or tools used to support clearance processing and compliance tracking.

Risk Monitoring & Reporting

• Monitor trends in employee relations activity, unemployment outcomes, and compliance performance, providing reports and recommendations to HR leadership.
• Use case data to inform policy updates and proactive strategies that reduce organizational risk.
• Escalate emerging risk patterns and compliance concerns promptly.
• Perform other duties necessary to support association priorities.

What You'll Need

• Bachelor’s degree in Human Resources, Business Administration, or a related field required; equivalent experience considered.
• Five or more years of progressive human resources experience, with at least three years focused on employee relations.
• Demonstrated experience independently leading workplace investigations from intake through findings.
• Proven experience managing disciplinary processes and advising supervisors on performance and conduct matters.
• Experience managing unemployment compensation claims, including preparation for and representation at appeal hearings, strongly preferred.
• Strong working knowledge of federal, state, and local employment law.
• Knowledge of Pennsylvania Child Protective Services Law, I-9 compliance requirements, and audit procedures.
• Familiarity with Praesidium, ACA Camp, and DHS accreditation and licensing standards preferred.
• Experience in a multi-site organization with a large part-time or seasonal workforce preferred.
• Proven ability to train and coach managers and supervisors.
• Excellent judgment, discretion, and ability to manage sensitive and confidential information.
• Strong organizational skills and the ability to manage multiple cases and regulatory deadlines simultaneously.
• Advanced computer knowledge with proficiency in HRIS systems and the ability to learn new systems.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Obtain and maintain all required certifications and trainings within 90 days of hire.

Work Conditions and Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The employee is regularly required to use a computer, communicate using a computer and phone or smart device, and move around the work environment. The employee must occasionally lift and/or move up to 10 pounds. This position requires regular travel between association branches to conduct investigations and meet with staff, as well as attendance at off-site unemployment compensation appeal hearings. Occasional evening or weekend work is required based on investigation and case activity.

Why You Need To Apply

Not meeting every single requirement? That’s perfectly okay! Research shows that women and marginalized groups are often hesitant to apply for jobs unless they meet all the qualifications. If you’re excited about this role, don’t let a few mismatches in your experience hold you back. We want to see your application! You could be exactly what we’re looking for!