Employee Relations Manager (Distribution & Refurbishment) in Grapevine, TX at GameStop

Date Posted: 10/12/2018

Job Snapshot

Job Description



Working under general supervision, the Employee Relations Manager serves as the primary employee relations resource.. The ER Manager provides investigative and consultative support to managers/supervisors and senior HR Management, and assists in effectively resolving employee relations issues. He or she will work closely and collaboratively with the Director of Employee Relations to strategically assess trends and implement effective strategies that will positively affect associate engagement.


  • Create productive cross-functional relationships with management.
  • Serve as the first responder for all DC/ROC employee relations issues and “Stopline” calls; investigate complaints of discrimination, sexual harassment, harassment and other workplace matters; consult with the Director of Employee Relations and Legal Counsel as needed; document employee issues and related activities as required.
  • Provide coaching and corrective action guidance to leaders, including the interpretation of various state and federal laws and regulations (FMLA, ADAAA, FLSA, etc.), termination decisions, participation in unemployment claims/hearings, reviewing and providing feedback on coaching documents, and engaging Legal Counsel as appropriate.
  • Assist with investigating and writing EEOC and GameStop CARES determinations and responding to federal and state agency inquiries.
  • Partner with leaders in Human Resources to support compliance activities, development and oversight of policies, procedures and training needs that support a work environment free from harassment and discrimination and in compliance with all federal, state and local employment laws and regulations, including Title VII and Title IX, ADAAA, FLMA and FLSA; provide related ideas and recommendations as needed.
  • Complete quarterly reports outlining the number and types of complaints received and identify common trends; provide recommendations to senior HR management and implement processes and/or programs to off-set potential liability, while limiting the number of new complaints.
  • Work closely with Training and OD leaders to identify workshops and activities designed to build managers and supervisors’ capabilities in appropriately addressing and responding to employee relations issues; assist with facilitating such activities as needed.
  • Review exit interviews and offer related recommendations based on feedback provided.
  • Regularly solicit and respond professionally to feedback regarding overall environment, working conditions, leadership opportunities, and policies and procedures.
  • Provide administrative and logistical assistance with relevant HR activities.
  • Monitor legislative updates and changes to case law to ensure compliance and assess impact on policies and practices; recommend revisions when necessary; Ensure HR policies are reviewed and amended as needed.
  • Conduct research and benchmarking, and draft language to develop new policies or amend existing policies; oversee the policy review and approval process; facilitate meetings and communicate new/revised policies; update employee handbook, online policies and other published communications as needed.


  • Authenticity — Gains other people’s trust by demonstrating openness and honesty, behaving consistently, and acting in accordance with moral, ethical, professional, and organizational guidelines.
  • Building Partnerships - Identifies opportunities and takes action to build strategic relationships between one's area and other areas, teams, departments, units, or organizations to help achieve business goals.
  • Courage — Proactively confronts difficult issues; making valiant choices and taking bold action whenever appropriate.
  • Decision Making — Identifies and understands issues, problems, and opportunities; compares data from different sources to draw conclusions; uses effective approaches for choosing a course of action or developing appropriate solutions; takes action that is consistent with available facts, constraints, and probable consequences.
  • Leveraging Diversity - Works effectively with individuals of diverse cultures, interpersonal styles, abilities, motivations, or backgrounds; makes the most effective use of the capabilities, insights, and ideas of all individuals.


  • Bachelor’s degree in psychology, human resources administration, human resources development, leadership, management, or other related business discipline required; Master’s degree preferred
  • At least 5 years of human resources employee relations experience required
  • PHR or SPHR preferred
  • Retail-based corporate human resources experience preferred


  • Proficient understanding of employment law
  • Proficient understanding of applied listening, organizational behavior, critical thinking, emotional intelligence, and conflict resolution
  • Proficient ability to communicate effectively with others using written and spoken English, including the ability to provide clear, constructive feedback to others across all levels of the organization
  • Expert ability to work cooperatively and collaboratively with others; conducts working relationships in a manner acceptable to others and to the organization
  • Possess the learning capacity to receive and apply cross-functional training; willing to assist other functions and work groups as needed so the department achieves or exceeds its overall business objectives
  • Expert relationship building skills, including the capacity to predict and manage behavior, build and leverage cross-functional partnerships within and outside of the organization, and leverage influential leadership.
  • Proficient knowledge of Windows-based business computers and Microsoft Office programs; specifically, Access, Excel, Outlook, PowerPoint, Project and Word; proficient knowledge of Adobe Photoshop preferred
  • Proficient ability to work under demanding time constraints and work objectives
  • Proficient project planning skills, including the ability to organize, prioritize, and control job responsibilities in order to meet deadlines in an environment with overlapping and potentially conflicting priorities
  • Expert ability to remain effective under stress, and respond to pressure in a manner acceptable to others and to the organization
  • Possess proficient analytical, problem solving, critical thinking, and decision making skills
  • Ability to remain flexible and adapt to changing priorities with promptness, efficiency and ease
  • Ability to positively model the organization’s commitment to integrity, diversity, inclusion, and maintaining a respectful workplace.
  • Consistently demonstrates a commitment to GameStop policies and procedures, including but not limited to, attendance, confidentiality, conflict of interest, and ethical responsibilities
  • Consistently follows and adheres to all GameStop Affirmative Action Program-related policies and procedures
  • Retail-based corporate human resources experience preferred