Employee Relations Manager

About the role

At Current, everything starts with people. We believe that when you invest in talent through opportunity, development, and support, you unlock growth for individuals, firms, and clients alike. That's why we've built a platform designed to give our people access to more: more learning, more collaboration, and more ways to grow their careers than any single firm could offer on its own. Founded in 2023, Current has rapidly become one of the fastest-growing accounting platforms in the country, partnering with more than 40 leading accounting firms across the United States. Today, our community includes over 2,000 professionals, 30+ offices nationwide, and a growing global workforce that supports clients around the world. Backed by Thrive Capital, Bessemer Venture Partners, and Springdale Industries, Current is investing heavily in technology, artificial intelligence, and workforce innovation to help modernize the profession. Our leadership team has a proven track record of building and scaling successful businesses, with prior ventures generating more than $3 billion in combined enterprise value. We're building something bigger than a traditional accounting firm: a platform where talented people can grow faster, learn more, and do more meaningful work. Whether you join Current, one of our partner firms, or our global team, you'll be part of a community shaping the future of the profession. The Employee Relations Manager serves as Crete's subject matter expert for employee relations, performance management, discipline, investigations, and termination support across partner firms and internal HQ teams. This role partners closely with People/HR, Legal, Compliance, Integration, and business leaders to ensure consistent, fair, and timely handling of concerns while aligning to Crete standards, local employment laws, and partner-firm operating realities.

Responsibilities

• Performance management & discipline
• Consult with leaders and HR partners on performance concerns, corrective action planning, and documentation.
• Guide managers through progressive discipline practices, including coaching plans, written warnings, performance improvement plans (PIPs), and final actions.
• Review performance and discipline documentation for completeness, consistency, and risk mitigation.
• Support partner firms with "Crete standard" approaches while honoring local policies and regulatory requirements.
• Manager coaching & capability building
• Coach managers on difficult conversations, feedback delivery, and managing behavior/performance concerns.
• Develop practical ER guidance, toolkits, templates, and manager talking points.
• Deliver trainings (live and/or recorded) on core ER topics (performance management, documentation, investigations basics, respectful workplace).
• Investigations & issue resolution
• Plan and conduct investigations for allegations including harassment, discrimination, retaliation, ethics violations, workplace conflict, misconduct, and policy violations.
• Establish investigation scope, interview plans, evidence collection approach, and documentation standards.
• Maintain confidentiality and handle sensitive information with discretion.
• Produce clear investigation summaries and findings; partner with Legal/Compliance as appropriate.
• Recommend corrective actions and support leaders with follow-through.
• Termination & separation support
• Advise on separation decisions, risk assessment, and documentation readiness.
• Coordinate termination logistics and messaging with managers, HR, Payroll/Benefits, IT/Security, and Legal when applicable.
• Support involuntary separations, including severance considerations, final pay timing, and unemployment response coordination (as applicable by entity/state).
• Partner-firm support & standardization
• Act as a centralized ER escalation point for partner firms and HQ.
• Translate Crete expectations into scalable guidance across diverse partner-firm environments.
• Identify recurring patterns (e.g., leadership capability, policy gaps, hotspots) and recommend systemic improvements.
• Program, process, and reporting
• Maintain case management processes and records (including intake, triage, documentation, investigation files, and outcomes).
• Track ER metrics and trends (case volume, types, cycle time, repeat issues, manager coaching topics) and present insights to People leadership.
• Support policy development and updates (code of conduct, respectful workplace, investigations, discipline, workplace violence, etc.).
• Participate in audits, diligence requests, and internal reviews related to ER matters.
• Scope & relationships
• Supports: Partner firm leaders and HR/People contacts; internal HQ leaders and employees.
• Partners closely with: People Operations/HRBPs, Talent Acquisition (as needed), Total Rewards/Benefits, Payroll, Legal, Compliance, Integration, IT/Security, and Finance (as needed for severance/costing).
• May manage external vendors as needed (investiga

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