Job Description & Details
This is a hands-on Employee Relations Consultant role where you'll act as the objective advisor balancing risk and company culture in Denver. You'll spend your days untangling complex workplace issues, guiding leaders through performance management, and executing thorough investigations without leaning on corporate platitudes.
What You'll Actually Be Doing
You'll be right in the thick of tricky personnel situations, from conducting sensitive harassment and discrimination investigations to coaching flustered managers on how to handle difficult performance reviews. Expect to field urgent calls from leadership, interpret employment laws on the fly, and write airtight documentation that protects the organization while treating employees fairly. You'll partner closely with Legal and HR Business Partners, meaning you need the backbone to challenge management when their proposed corrective actions cross into risky territory.
The Core Tech Stack
Your primary tools here are your deep working knowledge of federal, state, and local employment laws, combined with rock-solid conflict resolution frameworks. You must bring serious expertise in conducting workplace investigations and handling involuntary terminations. Experience navigating multi-state jurisdictions and using enterprise HR case-management technology will keep you sane when the workload piles up.
Interview Expectations
Expect the hiring team to present a complex scenario involving a manager who wants to immediately fire a low-performing employee who recently raised a safety complaint. They want to see how you balance mitigating legal risk with coaching the manager through proper documentation and progressive discipline. You'll also likely get grilled on your investigation methodology, specifically how you remain neutral, gather corroborating evidence, and write defensible reports under tight deadlines.
Application Advice
Skip the generic HR buzzwords and tailor your resume to put numbers and specific scopes next to your experience. Make sure keywords like "workplace investigations," "performance management," "corrective action," and specific employment law frameworks are explicitly visible to clear the ATS. Highlight your stakeholder management skills—show them you know how to tell an executive "no" in a way that builds trust rather than burning bridges.