Employee Relations Principal

Employee Relations Principal

Why choose between doing meaningful work and having a fulfilling life? At MITRE, you can have both. That's because MITRE people are committed to tackling our nation's toughest challenges-and we're committed to the long-term well-being of our employees. MITRE is different from most technology companies. We are a not-for-profit corporation chartered to work for the public interest, with no commercial conflicts to influence what we do. The R&D centers we operate for the government create lasting impact in fields as diverse as cybersecurity, healthcare, aviation, defense, and enterprise transformation. We're making a difference every day-working for a safer, healthier, and more secure nation and world. Our workplace reflects our values. We offer competitive benefits, exceptional professional development opportunities for career growth, and a culture of innovation that embraces adaptability, collaboration, technical excellence, and people in partnership. If this sounds like the choice you want to make, then choose MITRE - and make a difference with us.

Department Summary : The Employee Relations Principal serves as a strategic leader within the Employee Relations team, setting the standard for excellence in workplace conduct and performance management. As a trusted advisor to executive leadership and a mentor to Employee Relations staff, the Principal oversees complex investigations, high-impact employee disputes, and sensitive policy matters with the utmost integrity and discretion. This role is responsible for partnering with leadership to shape and implement the organization's employee relations strategy, ensuring all practices are fair, legally compliant, and deeply aligned with our mission and values. The Employee Relations Principal partners with senior human resource management and legal teams to design and administer progressive discipline frameworks, resolve escalated concerns, and drive accountability at all levels, while cultivating a culture of respect, inclusion, and continuous improvement. Through thought leadership, coaching, and expert guidance, the Employee Relations Principal empowers the team and organization to proactively address challenges and foster a positive, value-driven workplace environment.

Roles & Responsibilities :

• Act as the primary advisor to executive leadership on complex workplace behavior issues, including misconduct, insubordination, and performance concerns.
• Lead impartial investigations into employee and leadership complaints, ensuring thorough documentation, advanced interviewing, and fact-based conclusions.
• Guide leaders on appropriate corrective actions, balancing fairness, organizational precedent, and legal considerations.
• Manage and improve the progressive discipline process for all staff levels, ensuring consistency, proper documentation, and compliance with policies and laws.
• Coach managers and HR team members on handling sensitive performance conversations, including terminations and executive separations.
• Draft and review disciplinary documents (e.g. warnings, separation letters) with legal and ethical precision.
• Provide clear guidance to employees and leaders on complaint procedures and behavioral expectations.
• Identify and mitigate risks related to employee and leadership behavior, collaborating with legal counsel and executive leadership on high-impact issues.
• Serve as the escalation point for complex or high-risk matters, coordinating cross-functional teams as needed.
• Develop and deliver training programs for managers and HR professionals on documentation, corrective action, and respectful leadership.
• Promote early intervention strategies to address workplace concerns proactively and reduce organizational risks.
• Drive adaptation of a new platform to help manage employee relations and workplace investigations more effectively.
• Maintain accurate and confidential records of disciplinary and conduct-related matters to ensure legal defensibility and data integrity.
• Analyze trends in workplace behavior and policy violations, using metrics to identify areas for improvement and inform strategic decisions.
• Provide leadership with data-driven insights and recommendations to enhance organizational health, reduce risks, and foster a culture of accountability.

Basic Qualifications :

Preferred Qualifications :

Salary compensation range and midpoint : $140,500 - $175,500 - $210,500 Annual. Work Location Type : Hybrid.