Sr. Employee Relations Partner (Remote)

ABOUT US For over 40 years, 24 Hour Fitness has been a leader in the industry, driven by our mission to help our community live healthier and happier through the transformative power of fitness. With clubs nationwide, we create inclusive, welcoming spaces equipped with premium strength and cardio equipment, studio classes, and innovative digital tools. Our impact goes beyond the gym--we support our members' total well-being through coaching, connection, and community. Join us and be part of a team that's changing lives every day! JOB SUMMARY The Sr. Team Member Relations Partner is a key member of the Team Member Relations (TMR) team which serves as trusted partners to the 24 Hour Fitness team. TMR partners provide leaders with guidance in employee relations matters related to, but not limited to, performance, conduct, team member complaints, and investigations. TMR plays a critical role in the employee life cycle, many times engaging during a stressful or uncomfortable circumstances. As a member of the TMR team, the Sr. Team Member Relations Partner will be focused on the team member experience by partnering with leaders to provide performance coaching consultation and leadership development. The Sr. TMR Partner will also manage complex ER cases from intake to resolution while ensuring that team members are treated fairly and with respect along the way. ORGANIZATION RELATIONSHIPS This position reports directly to the Director Human Resources and works effectively with both field and corporate positions, including but not limited to HR, club & above leadership, Legal, Loss Prevention, Operations, Fitness, Compensation, Benefits, HRIS, Payroll, Talent Acquisition, and Facilities. ESSENTIAL DUTIES & RESPONSIBILITIES Conducts complex investigations and manages cases for a wide variety of allegations including, but not limited to: harassment, discrimination, retaliation, and workplace violence. Produces comprehensive written reports detailing the factual findings of complex investigations, including detailed and thorough credibility assessments. Manages performance and conduct related concerns by providing consultation to leaders as the ER subject matter expert. Collaborates with leaders to produce quality performance management documents including corrective action, performance improvement and other coaching documents as applicable. Partners with HRBP and field leaders to create strategic approaches to performance management, talent assessment, leadership development, training, etc. Produces highly detailed written responses and communications for employees and leaders. Produces highly detailed case reports, interview notes, synopses, etc. Maintains accurate documentation and update cases in the case management system promptly. Communicates regularly with reporting parties, HR and leadership regarding pending investigations and provides timely investigation reports with supporting documentation. Consults with in house employment attorneys as needed to ensure compliance and consistent interpretation of relevant laws and regulations and application of company policies and procedures. Applies independent judgment when providing guidance to HR and leaders in the resolution of workplace concerns. Develops effective relationships with team members, HR, and leaders to become a trusted partner. Identify macro trends and themes as it relates to ER concerns and create, recommend, and influence positive change to solve the root problem. Provides reports with insights to HRBPs and field partners (i.e. trends & root cause analysis). Participate in projects led by the ER team as needed. REQUIRED QUALIFICATIONS Knowledge, Skills & Abilities Must have prior experience in a dedicated Employee Relations role. Experience working in a remote role preferred. Demonstrated skill and ability to conduct and resolve basic and complex investigations and develop sound, reasonable conclusions. Excellent problem-solving and strong deductive reasoning skills Excellent verbal and written communications skills. Excellent interpersonal skills, with the ability to build credibility and trust quickly with all levels of employees and leadership. Ability to maintain a balanced and impartial viewpoint. A high level of confidentiality and integrity. Able to prioritize competing priorities and work independently with limited supervision. Strong attention to detail. Technical ability to use a wide array of systems from a user and admin perspective. Strong qualitative and quantitative analytical skills. Knowledge of effective HR practices, methods and processes in employment law and employee relations. Knowledge of federal and state labor and employment laws and regulations (specifically in CA, CO, WA, OR, NV, TX, FL, NY) Educational Level/Certifications Bachelor's degree in human resources or related field or applicable work equivalent experience. AWI-CH or PHR/SPHR certification preferred. Work Experience and Qualifications Must have a minimum of five (5) years' experience in a dedicated HR or ER role. Must have a minimum of three (3) years' experience conducting employee relations investigations. Must have a minimum of three (3) years' experience providing performance coaching consultation to people leaders. Previous experience working in a fully remote or hybrid position. Multi-unit experience in industries such as restaurant, retail, or hospitality is preferred. Physical Demands/ Environmental Conditions May require extended hours of computer work. May require extended time talking on the phone. Travel Requirement Some travel to local clubs for team member experience may be requested (i.e. New Hire Immersion, Annual Club Support, etc.) Disclaimers DISCLAIMER: The above statements are intended to describe the general nature and level of work being performed by incumbents assigned to this job. This is not intended to be an exhaustive list of all the responsibilities, duties and skills required. The incumbent may be expected to perform other duties as assigned. This job may be reviewed as duties and responsibilities change with business necessity. COMPLIANCE & INTEGRITY: Consistently supports compliance and Workplace Conduct by maintaining the privacy and confidentiality of information, protecting the assets of the organization, acting with ethics and integrity, reporting non-compliance, and adhering to applicable federal, state and local laws and regulations, accreditation and licensure requirements (if applicable), and 24 Hour Fitness' policies and procedures. All Directors, Managers and Supervisors are accountable for communication, implementation, enforcement, monitoring and oversight of compliance policies and practices in their departments. SERVICE & QUALITY: In addition to defined technical requirements, accountable for consistently demonstrating service behaviors and principles defined by 24 Hour Fitness as well as specific departmental/organizational initiatives. Also accountable for consistently demonstrating the knowledge, skills, abilities, and behaviors necessary to provide superior and culturally sensitive service to member and team members, contracted providers and vendors. WORKPLACE SAFETY: In addition to defined working conditions and physical requirements, employees are accountable for working safely; following established policies & procedures; and reporting all injuries and hazards to their supervisor immediately. Supervisors and Managers are accountable for ensuring the safety performance of employees; applying consistent practices in compliance with federal, state and local regulations; providing guidance to maintain a safe and healthy work environment.