Employee Relations Manager

At Current, everything starts with people. We believe that when you invest in talent through opportunity, development, and support, you unlock growth for individuals, firms, and clients alike. That’s why we’ve built a platform designed to give our people access to more: more learning, more collaboration, and more ways to grow their careers than any single firm could offer on its own.
Founded in 2023, Current has rapidly become one of the fastest-growing accounting platforms in the country, partnering with more than 40 leading accounting firms across the United States. Today, our community includes over 2,000 professionals, 30+ offices nationwide, and a growing global workforce that supports clients around the world. Backed by Thrive Capital, Bessemer Venture Partners, and Springdale Industries, Current is investing heavily in technology, artificial intelligence, and workforce innovation to help modernize the profession. Our leadership team has a proven track record of building and scaling successful businesses, with prior ventures generating more than $3 billion in combined enterprise value.
We’re building something bigger than a traditional accounting firm: a platform where talented people can grow faster, learn more, and do more meaningful work. Whether you join Current, one of our partner firms, or our global team, you’ll be part of a community shaping the future of the profession.

The Employee Relations Manager serves as Crete’s subject matter expert for employee relations, performance management, discipline, investigations, and termination support across partner firms and internal HQ teams. This role partners closely with People/HR, Legal, Compliance, Integration, and business leaders to ensure consistent, fair, and timely handling of concerns while aligning to Crete standards, local employment laws, and partner-firm operating realities.

• Consult with leaders and HR partners on performance concerns, corrective action planning, and documentation.

• Guide managers through progressive discipline practices, including coaching plans, written warnings, performance improvement plans (PIPs), and final actions.

• Review performance and discipline documentation for completeness, consistency, and risk mitigation.

• Support partner firms with “Crete standard” approaches while honoring local policies and regulatory requirements.

• Coach managers on difficult conversations, feedback delivery, and managing behavior/performance concerns.

• Develop practical ER guidance, toolkits, templates, and manager talking points.

• Deliver trainings (live and/or recorded) on core ER topics (performance management, documentation, investigations basics, respectful workplace).

• Plan and conduct investigations for allegations including harassment, discrimination, retaliation, ethics violations, workplace conflict, misconduct, and policy violations.

• Establish investigation scope, interview plans, evidence collection approach, and documentation standards.

• Maintain confidentiality and handle sensitive information with discretion.

• Produce clear investigation summaries and findings; partner with Legal/Compliance as appropriate.

• Recommend corrective actions and support leaders with follow-through.

• Advise on separation decisions, risk assessment, and documentation readiness.

• Coordinate termination logistics and messaging with managers, HR, Payroll/Benefits, IT/Security, and Legal when applicable.

• Support involuntary separations, including severance considerations, final pay timing, and unemployment response coordination (as applicable by entity/state).

• Act as a centralized ER escalation point for partner firms and HQ.

• Translate Crete expectations into scalable guidance across diverse partner-firm environments.

• Identify recurring patterns (e.g., leadership capability, policy gaps, hotspots) and recommend systemic improvements.

• Maintain case management processes and records (including intake, triage, documentation, investigation files, and outcomes).

• Track ER metrics and trends (case volume, types, cycle time, repeat issues, manager coaching topics) and present insights to People leadership.

• Support policy development and updates (code of conduct, respectful workplace, investigations, discipline, workplace violence, etc.).

• Participate in audits, diligence requests, and internal reviews related to ER matters.

• Supports: Partner firm leaders and HR/People contacts; internal HQ leaders and employees.

• Partners closely with: People Operations/HRBPs, Talent Acquisition (as needed), Total Rewards/Benefits, Payroll, Legal, Compliance, Integration, IT/Security, and Finance (as needed for severance/costing).

• May manage external vendors as needed (investigation counsel, outside investigators, employment counsel).

• 5+ years of progressive employee relations experience, including investigations and performance management support (multi-site and/or multi-entity environments strongly preferred).

• Demonstrated expertise in conducting workplace investigations end-to-end and documenting findings.

• Strong working knowledge of US employment law basics (e.g., discrimination/harassment/retaliation concepts, wage/hour considerations, leave protections) and risk-aware ER practices.

• Proven ability to coach managers and influence decisions with a calm, credible, solutions-oriented approach.

• Exceptional written documentation skills (case notes, summaries, recommendations).

• High discretion, strong judgment, and ability to manage sensitive matters.

• Experience supporting professional services, accounting, or PE-backed multi-entity environments.

• SHRM-CP/SCP, HRCI (PHR/SPHR), or equivalent credential.

• Experience with HRIS/case management systems and building ER reporting dashboards.

• Experience supporting M&A integration environments and harmonizing practices across acquired firms.

• Investigation mastery: interviewing, evidence evaluation, documentation, and findings.

• Manager coaching and facilitation; strong conflict resolution skills.

• Executive presence with ability to navigate ambiguity and competing priorities.

• Detail-oriented with strong organizational and case management discipline.

• Comfort balancing consistency with practical flexibility across partner firms.

• Ability to travel occasionally as needed (partner-firm visits, complex investigations).

• Confidential, sensitive work; requires secure handling of records and communications.

• May require occasional evening availability to support urgent employee relations matters.

The total rewards package at Current includes base salary and benefits.
Our salary ranges are competitive within the accounting industry and are updated regularly using the most reliable compensation survey data for our industry. New hire offers are made based on a candidate’s experience, expertise, geographic location, and internal pay equity relative to peers.
We provide a robust benefits package, including:

• Health, Dental, and Vision Insurance (with options for fully paid employee only coverage for health and dental)

• Company-Paid Life and Long-Term Disability Insurance

• Ancillary Benefits such as supplemental life insurance and short-term disability options

• Classic Safe Harbor 401(k) Plan with employer contributions

• Opportunities for professional growth, learning, and development including access to Becker and LinkedIn Learning
  

We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or any other applicable legally protected characteristic.