Employee Relations Consultant (Open to hiring at Senior Employee Relations Consultant level)

Why Wellmark: We are a mutual insurance company owned by our policy holders across Iowa and South Dakota, and we’ve built our reputation on over 80 years’ worth of trust. We are not motivated by profits. We are motivated by the well-being of our friends, family, and neighbors–our members. If you’re passionate about joining an organization working hard to put its members first, to provide best-in-class service, and one that is committed to sustainability and innovation, consider applying today! 

Learn more about our unique benefit offerings here. 

Want to know more? You can learn about life at Wellmark here.

At Wellmark, we are navigating rapid change and building/maintaining a high-performance culture rooted in accountability, growth, and maintaining strong employee engagement. We are adding to our Employee Relations team to step in and make an immediate impact by coaching leaders, guiding employees, and strengthening our employee experience during a pivotal time.  

In this role, you will: 

• Partner with leaders to manage performance, hold effective conversations, and build team capability. 
• Lead impartial investigations into workplace concerns, ensuring fair and consistent outcomes. 
• Review and refine policies, practices, and procedures to align with our evolving talent strategies. 
• Analyze trends and recommend proactive solutions that minimize risk and enhance the employee experience. 

The ideal candidate thrives in dynamic, evolving environments and brings a balance of expertise, sound judgment, and empathy to the work. You are confident in navigating complex employee relations matters, from investigations to policy interpretation, while also excelling at coaching and influencing leaders to strengthen their own capabilities. Known for your discretion, integrity, and ability to build trust, you possess a strong knowledge base in employment law and understand how to apply it pragmatically to achieve fair, consistent outcomes. Exceptional communication and conflict resolution abilities are paired with a growth mindset, resilience, and a steady presence under pressure. Above all, you are motivated by helping leaders and employees succeed, contributing to a culture that values accountability, respect, and continuous improvement. 

Minimum requirements for Employee Relations Consultant:

• Bachelor's degree in human resources, business administration, or related field (HR certification preferred).
• 3+ years of experience in employee relations or HR consulting, preferably in a complex or matrixed organization, or applicable work experience.
• Strong knowledge of core employment laws and regulations (e.g., FMLA, ADA, EEO).
• Demonstrated ability to consult objectively, influence outcomes, and build trust with leaders and employees.
• Strong interpersonal, communication, and conflict resolution skills.
• Experience conducting employee relations investigations and documenting findings.
• Ability to exercise discretion and handle confidential information with sensitivity.
• Proficiency with HRIS systems and Microsoft Office Suite.

Minimum requirements for Sr. Employee Relations Consultant:

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s or HR certification preferred)
• 5+ years of experience in employee relations or HR consulting, preferably in a complex or matrixed organization, or applicable work experience.
• Demonstrated ability to influence and build trust with stakeholders at all levels.
• Experience in a consulting-type role, showing the ability to objectively assess and influence outcomes.
• Exceptional interpersonal, communication, and conflict resolution skills.
• Strong analytical skills and ability to synthesize information to arrive at sound conclusions.
• Demonstrated ability to exercise judgment and discretion in handling confidential information and situations.
• Advanced understanding of applicable state and federal employment laws and regulations (e.g. FMLA, Affirmative Action, ADA, etc.) 
• Experience conducting investigations and writing detailed reports.
• Proficiency in HRIS systems and Microsoft Office Suite.

a. Collaborate with leaders to coach employees who are not meeting established goals and support leaders in preparing for performance conversations and workplace conflict discussions. Ensure approach and follow-up align with the culture and experience we are driving as an organization.

b. Conduct thorough and impartial investigations into employee complaints, including harassment, discrimination, and other workplace concerns. Collaborate with Legal counsel, Compliance/Ethics office, and leadership to determine appropriate outcomes and document findings for employee records.

c. Partner with HR Business Partners to support employee engagement and retention strategies. Consult with division leaders on department restructuring, aligning to desired goals, timeline and communication plans. Transition impacted employees to the Employment Bridge Program and collaborate with Talent Acquisition Consultants to support employees whose positions have been eliminated.

d. Analyze employee relations trends and metrics to identify areas for improvement and recommend proactive solutions that minimize organizational risk. Partner with Talent Management on education needs for leaders on topics such as workplace conduct, conflict resolution, and performance management.

e. Develop and update practices, policies and philosophies on how we manage employee relations that align with our current talent strategies and organizational goals. Ensure HR Consultants and leaders are aware of the practices, policies and philosophies and regularly review what is working and where we need to continue to refine based on our desired employee experience.f. Work in partnership with HR colleagues and business leadership to ensure processes and consultation align with regulatory issues including Fair Labor Standards Act, Affirmative Action, Family Medical Leave Act, Americans with Disabilities Act, Equal Opportunity, etc. 

g. Responsible for maintaining governance of the Hybrid Work Exception/Out of State model by facilitating the review of all requests and managing subsequent leader/ employee communications. Manage the on-going compliance of this group by understanding multi-state employment laws and ensuring regulatory and legal requirements are met. 

h. Effectively manage employee relations compliance related functions such as the annual review of the Employee Handbook, review of employee communications on policies and practices and consultation on other references such as Code of Conduct.

i. Develop and continue to expand knowledge and understanding of Wellmark compliance, policies and practices and general business acumen.

j. Remain current on employment-related regulations, laws, industry trends and best practices. 

An Equal Opportunity Employer

The policy of Wellmark Blue Cross Blue Shield is to recruit, hire, train and promote individuals in all job classifications without regard to race, color, religion, sex, national origin, age, veteran status, disability, sexual orientation, gender identity or any other characteristic protected by law.

Applicants requiring a reasonable accommodation due to a disability at any stage of the employment application process should contact us at [email protected]

Please inform us if you meet the definition of a "Covered DoD official".

At this time, Wellmark is not considering applicants for this position that require any type of immigration sponsorship (additional work authorization or permanent work authorization) now or in the future to work in the United States. This includes, but IS NOT LIMITED TO: F1-OPT, F1-CPT, H-1B, TN, L-1, J-1, etc. For additional information around work authorization needs please refer to the following resources:Nonimmigrant Workers and Green Card for Employment-Based Immigrants