Senior Manager, Employee Relations

About Madrigal:
Madrigal is a biopharmaceutical company pursuing novel therapeutics for non-alcoholic steatohepatitis (NASH), also known as metabolic dysfunction associated steatohepatitis (MASH). Our first therapy, Rezdiffra (resmetirom), was granted accelerated approval by the U.S. Food and Drug Administration (FDA) for the treatment of adults with NASH with moderate to advanced liver fibrosis (consistent with stages F2 to F3 fibrosis) and is being studied in a Phase 3 trial for the treatment of NASH with compensated cirrhosis.
Role Overview:
Senior Manager of Employee Relations
We are seeking an experienced and dynamic Senior Manager of Employee Relations to lead the development and implementation of employee relations strategies that align with our organizational goals and values. In this role, you will serve as a trusted advisor to leaders and employees, providing expert guidance on complex workplace issues, ensuring compliance with employment laws, and fostering a positive and inclusive work environment. 
The role reports to the Vice President of HR Business Partnering.
This role focuses on overseeing complex investigations, developing and delivering employee relations training, and coaching managers and employees to enhance workplace dynamics. The ideal candidate will bring a strategic mindset, exceptional interpersonal skills, and a deep understanding of employment laws and best practices.
The position plays a pivotal role in building a high-performance culture by aligning HR programs with the company’s core values—Focus on Patients, Owner Mindset, Innovation, and Collaboration.
Position Responsibilities: 
Main responsibilities include, but are not limited to:

• Employee Relations Strategy
  • Develop, implement, and oversee comprehensive employee relations programs and initiatives to promote a productive, engaged, and inclusive workplace culture.
  • Partner with leadership to identify and address trends and issues affecting employee satisfaction and retention.
  • Drive continuous improvement of employee relations processes and practices to align with organizational goals and industry best practices.
• Conflict Resolution and Investigations
  • Lead and conduct thorough, impartial investigations into workplace concerns, such as harassment, discrimination, or policy violations.
  • Provide expert guidance to managers and HR team members on resolving workplace conflicts and addressing performance or behavioral issues.
  • Maintain detailed and accurate documentation of all employee relations cases and ensure timely resolution.
• Policy Development and Compliance
  • Develop, review, and update employee policies and procedures to ensure compliance with federal, state, and local employment laws.
  • Provide training and education to employees and managers on workplace policies, diversity and inclusion, and compliance topics.
  • Serve as the subject matter expert on labor and employment laws, proactively identifying and mitigating risks.
  • Conduct and oversee complex, sensitive, workplace investigations, ensuring thoroughness, fairness, and compliance with company policies and applicable laws.
  • Develop and implement investigation frameworks, processes, and tools to ensure consistency and excellence in employee relations case management.
  • Prepare detailed investigation reports and provide recommendations for appropriate corrective actions, if necessary.
  • Act as a trusted advisor to leadership and HR teams on employee relations and investigation outcomes.

Training

• Design and deliver employee relations training programs for managers and HR teams, including topics such as conflict resolution, workplace investigations, harassment prevention, and compliance with employment laws.
• Develop materials and resources to equip managers with the tools to handle employee relations issues effectively and proactively.
• Assess the effectiveness of training programs and refine content to meet organizational needs and evolving legal standards.

Coaching

• Provide guidance and coaching to managers to build their skills in handling performance management, disciplinary actions, and other employee relations matters.
• Act as a mentor and resource for HR business partners, helping them navigate complex employee relations issues.

Qualifications and Skills Required:

• Bachelor’s degree in human resources, Business Administration, or a related field (Master’s degree preferred).
• 8+ years of progressive HR or employee relations experience, including at least 3 years in a leadership role.
• Proven experience conducting and managing complex workplace investigations.
• Certification in HR (e.g., SHRM-SCP, SPHR) is a plus.
• Skills and Competencies
• Strong knowledge of employment laws, regulations, and best practices.
• Excellent communication skills, both written and verbal, with the ability to influence and build trust at all levels of the organization.
• Demonstrated ability to handle sensitive and confidential matters with professionalism and discretion.
• Exceptional facilitation and training skills with the ability to engage diverse audiences.
• Strong problem-solving and decision-making capabilities with a focus on practical and compliant solutions.

Compensation:
Base salary is determined by several factors that include, but are not limited to, a successful candidate's qualifications, skills, education, experience, business needs, and market demands. The role may also be eligible for bonus, equity, and comprehensive benefits, which include flexible paid time off (PTO), medical, dental, vision, and life and disability insurance.