Job Description & Details
This is a serious, hands-on Employee Relations Consultant role where you will act as the go-to fixer for complex workplace friction, investigations, and high-stakes leadership coaching. If you enjoy navigating tricky compliance gray areas and keeping a large organization out of legal hot water while actually helping people, this gig in Denver is worth a serious look.
What You'll Actually Be Doing
Expect to spend a good chunk of your week untangling messy personnel issues, running airtight workplace investigations into harassment or policy violations, and holding leadership's feet to the fire when they want to skip steps on corrective action. You'll partner closely with legal counsel and HR business partners to evaluate risk before someone gets terminated, ensuring everything is thoroughly documented and legally sound. It's high-volume, highly confidential work that requires a thick skin and a very steady hand.
The Core Tech Stack
You don't need a background in coding here, but you do need deep fluency in employment law (federal, state, and local), advanced case-management HR tech, and the Microsoft Office suite. Your real tools are your expert-level conflict resolution skills, your deep understanding of progressive discipline, and your ability to interpret complex company policies on the fly without blinking under pressure.
Interview Expectations
They are going to test your judgment under fire with behavioral scenarios, likely asking you to walk through a time you had to push back on a stubborn executive who wanted to fire an employee improperly. They want to see how you balance empathy for the employee with aggressive risk mitigation for the business. Another classic line of questioning will test your investigation methodology—specifically how you handle uncooperative witnesses and conflicting statements while maintaining absolute objectivity.
Application Advice
When you update your resume for this role, skip the generic HR buzzwords and explicitly highlight your tenure handling high-risk employee relations cases, multi-state jurisdictions, and complex workplace investigations from intake to resolution. Make sure acronyms like PHR, SPHR, SHRM-CP, or SHRM-SCP are front and center if you have them, and weave keywords like 'corrective action,' 'compliance,' 'risk mitigation,' and 'workplace investigations' directly into your bullet points to clear the ATS screen.