Employee Relations Manager

We take care of our people. Parnall Law has been recognized as one of Albuquerque's best places to work year after year — and that's no accident. Here's what you can look forward to:

• $80,000–$110,000/year (base + bonuses) — your expertise and dedication get rewarded regularly, not just at review time
• Full benefits package — comprehensive health, dental, and vision insurance
• Life & long-term disability insurance — because we've got your back
• 401(k) plan — we help you build a future, not just a paycheck
• Generous PTO + paid holidays — real time off to recharge and reset
• Annual company goal trip — when the team wins, everyone celebrates together

• 5–8 years of HR experience, with at least 3 years in direct employee relations and complaint investigations
• SHRM certification, formal Association of Workplace Investigators training, or EEOC training preferred
• Working knowledge of employment law and benefits regulations
• Sound judgment and discretion when handling sensitive and confidential matters
• Composure and professionalism under emotionally difficult conversations
• Strong organizational skills and follow-through on multiple concurrent cases
• Impartiality and fairness — able to advocate for a compliant, respectful process rather than any one party
• Excellent verbal and written communication skills, with strong active listening
• Professional attire and demeanor
• Team player with the ability to adapt in a rapidly changing environment
• Ability to work on-site Monday–Thursday 8:00–5:00 and Friday 8:00–4:00
• Ability to pass a background check

As Employee Relations Manager at Parnall Law, you'll be the trusted point of contact for our people — helping resolve concerns, guide employees through their benefits, and protect the integrity of every transition. Your judgment and follow-through will directly shape the culture and compliance backbone of our firm.

• →Attend weekly firm-wide huddle every Monday morning at 8:00 am
• →Attend daily team mini huddle Tuesday through Friday at 8:00 am
• →Attend biweekly meeting with Operations Director to review individual metrics and set biweekly goals, fully prepared with supporting data
• →Acknowledge receipt of any employee complaint within 24 hours of submission
• →Complete initial fact-finding on all complaints within 5 business days of receipt
• →Close out (resolve or escalate with findings) 90% of complaints within 30 calendar days of receipt
• →Respond to all benefits inquiries (enrollment, eligibility, claims issues) within 2 business days
• →Process new-hire benefits enrollment within 15 days of eligibility start date
• →Process qualifying life event benefit changes within 5 business days of notification
• →Complete termination paperwork (final pay calculation, benefits termination notices, COBRA notices) within 3 business days of separation date
• →Deliver COBRA election notices within federally required timelines (no exceptions)
• →Maintain zero missed regulatory deadlines related to benefits or termination filings
• →Maintain a biweekly activity/case documentation log with no case older than 30 days without an update
• →Facilitate or support performance check-in meetings with documentation completed within 2 business days of the meeting

• →Serve as the primary intake point for employee complaints, grievances, and concerns; document intake, investigation steps, and resolution in the HR case file
• →Conduct or coordinate fact-finding for complaints, including interviews, document review, and consultation with the Operations Director and/or legal counsel as needed
• →Maintain strict confidentiality and neutrality throughout all complaint handling
• →Administer employee benefits programs including health, dental, vision, retirement, and voluntary benefits; serve as liaison between employees and benefits carriers/brokers
• →Guide employees through open enrollment, qualifying life events, and benefits questions
• →Reconcile benefits invoices and enrollment records for accuracy
• →Manage the termination process end-to-end: exit documentation, final pay coordination with payroll, benefits termination, COBRA notification; coordinate with IT/Admin to confirm return of company property and equipment
• →Attend exit interviews and summarize findings/trends for leadership
• →Coordinate performance reviews and improvement meetings; ensure managers have proper documentation, employees understand expectations, and outcomes are recorded in the personnel file in compliance with firm policy
• →Ensure all complaint, benefits, and termination files comply with applicable federal and state employment law (FMLA, ADA, COBRA, state-specific requirements) and firm document-retention policy
• →Flag patterns or risks (repeat complaints, benefits compliance gaps, termination trends) to the Operations Director
• →Oversee and facilitate participation in "Top Workplaces" and "Best Places to Work" survey programs; report outcomes and key findings to the executive team
• →Follow and maintain all firm policies and procedures

We champion a workplace where every voice is heard and every concern is met with care, clarity, and follow-through. We empower employees to fully understand and make the most of their benefits, so they feel confident and supported. We honor every transition with integrity and respect, protecting the dignity of our people and the strength of our firm. And we cultivate a culture of honest, constructive feedback — one that helps every employee see their growth and reach their potential.

• Reports directly to the Operations Director

Parnall Law Firm is an Equal Opportunity Employer.