Director, Employee Relations
College Board - Global Strategy & Talent
Location:This is a fully remote role. Candidates who live near CB offices have theoptionof being fully remote or hybrid (Tuesday and Wednesday in office).
Type:This is a full-time position
About the Team At College Board, the Talent team is the engine behind our people, who in turn power our mission to positively impact millions of students worldwide. We are a dynamic, close-knit group, as passionate about supporting our ~2,000 employees as we are about shaping the future of education.
Our impact as a mission-driven organization is clear, yet in a rapidly changing world the challenges ahead are more complex than ever. That is why our work in Talent matters. We are not simply supporting employees; we are empowering them to rise to these challenges and do the most meaningful, high-impact work of their careers.
Guided by a clear philosophy, we focus on the end user, use data to solve problems, innovate boldly, and communicate directly and honestly while having fun along the way. Our aim is to build high-performing teams, foster strong and accountable leadership, and create the conditions for every employee to thrive. Together, we help every employee do what matters most with clarity, consistency, and purpose.
Aboutthe Opportunity
AsaDirector,Employee Relations, you are a trustedexpert and enterprise thought partner who ensures fairness, equity, and consistency in how the organization managesperformance, conduct, and conflict.As the primaryexecutorofEmployeeRelations(ER)work, youadvisecomplex and sensitive workplace situations. You partner closely with Talent and Legal to investigate concerns, advise on performance and conduct issues, and ensure fair, consistent, and compliant outcomes. You serve as a trusted resource and a key advisor to internal partners, strengthening organizational health through effective issue resolution and clear communication.You bring deepexpertisein investigations, performance accountability,mediation,andrisk mitigation, and you elevate the function fromsimplecase resolution tobuilding healthy cultureandrecognizing patterns we should disrupt.In partnership with a team of Talent Business Partners, you will lead the ER agenda across the enterprise toenablehigh-performance, mitigate risk, and create strong cultures aligned with our Operating Principles and Manager Expectations.
In this role, you willpartnerwith Talent Business Partners and othersto:
Guideand ExecuteOrganizational Approach toEmployee Relations & Risk Management (60%)
Serve as the enterprise owner of ER standards, ensuring consistency, fairness, and compliance across the organization.
Assess and manage elevated employeerelationsrisk across teams (e.g., performance, conduct, conflict, compliance).
Lead improvement plan processes across theenterpriseensuring strong execution andmanager development along the way
Create standards for and guide managers through improvement planprocessesand other performance documentation to ensure clarity, quality, and consistency.
Hold managers accountabletostrong execution of performance plans, includingquality offeedback, documentation, and follow-through.
Monitor active cases and plans, ensuringtimelyprogress,appropriate escalation, and closure.
Conduct thorough, objective, andtimelyinvestigations and resolution of complex ER matters, delivering actionable outcomes and monitoring follow-up.
Draft high- quality investigation summaries and documentation in alignment with legal and executive standards
Provideexpert guidance on disciplinary decisions, policy interpretation, andfairapplications across business units.
Act as a neutral third-party mediator in complex interpersonal or team conflicts, ensuring objective assessment and clear, documented outcomes.
Support Infrastructure, Talent Systems & Continuous Improvement (20%)
Design and implement standardized frameworks, templates, investigation tools, dashboards, and reporting mechanisms to ensure consistency, fairness, and compliance across the organization.
Analyze case data, trends, and team-level metrics to surface patterns (e.g., repeat off-boarding causes, manager escalation hotspots, engagement dips) and present risks and recommendations to senior Talent leaders.
Build manager pre-escalation coaching practices (e.g., “early-stagemanager check-in” triggers) to reduce reactive case volume and embed stronger accountability.
Provide input into performance management, onboarding/offboarding, andtalentsystems(e.g., Workday)to ensure consistency with ER strategy and mitigate emerging risks.
Lead special projects to streamline ER case management processes (e.g., digital case tracking, manager self-service pre-escalation interventions).
Stay current on employment law, regulatory developments, industry benchmarks, and best practices; translate these into organizational policy, training, and manager guidance.
Enable Manager Capability & Team Culture (20%)
Partner with Talent Business Partners to build manager capability in performance management, feedback, and difficult conversations
Provide hands-on coaching to managers navigating real-time employee issues, reinforcing expectations for quality and accountability
Contribute ERexpertiseto the development of practical toolkits, templates, and training grounded in real casework
Reinforce a culture where managers are expected to address issues early, document effectively, and follow through consistently
Provide subject matterexpertiseto Talent colleagues for the development of manager toolkits, training modules, and just-in-time resources focused on feedback, performance issues, difficult conversations, and ER risk awareness.
About You
You have:
8+ years of progressive experience in employee relations / human resources, including managing complex investigations, performance accountability, and manager advisoryon complex issues such as reorganizations
Expertiseinperformance management,investigatory best practices,discipline frameworks, and HR policy development.
Advanced, practical knowledge of employment law with the ability to partner effectively with Legal
Proven ability toeffectivelyanalyzedata andderive insights that influence leadership decisions.
SPHR or similar credentials a plus.
Ability to travel as needed.
All Talent Team Roles at College Board Require:
A passion for expanding educational and career opportunities
A drive for excellence and impact: the ability to solve complex problems, make data-informed decisions, prioritize what matters most, and continuously improve through learning, user input, and external benchmarking.
Exceptional learning agilityevidencedin the ability to give and receivetimely, respectful feedback; continuously improve through iterative learning and user input; and proactively adopt technologies such as AI
A collaborative and empathetic approach: the ability to work across differences, foster trust, and contribute to a culture of shared success
Clear and concise communication skills, written and verbal
All roles at College Board require:
A passion forexpandingeducationaland careeropportunitiesand mission-driven work
Authorization to work in the United Statesfor any employer
Curiosity and enthusiasm for emerging technologies, with a willingness to experiment with and adopt new AI-driven solutions anda comfortlearning and applying new digital tools independently and proactively.
Clear and concise communication skills,written and verbal
Alearner'smindset and a commitment to growth:welcoming diverse perspectives, giving and receivingtimely, respectful feedback, and continuously improving through iterative learning and user input.
A drive for impact and excellence:solving complex problems, making data-informed decisions, prioritizing what matters most, and continuously improving through learning, user input, and external benchmarking.
A collaborative and empathetic approach:working across differences, fostering trust, and contributing to a culture of shared success.
About Our Process
Application review will beginimmediatelyand will continue until the position is filled.This role is expected to accept applications for a minimum of 5 business days.
While the hiring processmay vary, it generallyincludes:resume and application submission, recruiter phone/video screen, hiring manager interview, performance exercise such as live coding, a panel interview, a conversation with leadership and reference checks.
What We Offer
AtCollegeBoard, we offer more than a paycheck- we provide a meaningful career, a supportive team, and a comprehensive package designed to help you thrive.We’rea self-sustaining nonprofit that believes in fair and competitive compensation grounded in your qualifications, experience, impact, and the market.
A Thoughtful Approach to Compensation
The hiring range for this role is $96,000 - $140,000.
Your exact salary will depend on your location, experience, and how your background compares to others in similar rolesatthe College Board.
We aim to make our best offer upfront, rooted in fairness, transparency, and market data.
We adjust salaries by location to ensure fairness, no matter where you live.
You’llhave open, transparent conversations about compensation, benefits, and whatit islike to workatCollegeBoard throughout your hiring process. Check outourcareers pagefor more.
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