Prepare for your Employee Relations Manager interview. Understand the required skills and qualifications, anticipate the questions you may be asked, and study well-prepared answers using our sample responses.
The Fair Labor Standards Act is a federal law that governs employee rights and wages. Employer’s may ask this question to see if you have experience with this legislation and how you would apply it in your role as an employee relations manager. If you are not familiar with the Fair Labor Standards Act, consider researching it before your interview so you can answer honestly.
Answer Example: "I am familiar with the Fair Labor Standards Act, but I’m not sure if I could quote it verbatim. I do know that it governs minimum wage, overtime pay and other aspects of employee compensation. As an employee relations manager, I would make sure my team was aware of all applicable laws so we could comply with them."
This question can help the interviewer determine your knowledge of employee relations and how you approach problems. Your answer should include a few examples of what you consider important when dealing with employee relations issues and how you solve them.
Answer Example: "I think the most important thing to remember when dealing with employee relations issues is to be fair and impartial. It’s important to listen to both sides of the story and make sure that you’re making decisions based on facts rather than emotions. Another thing I try to remember is that everyone is unique, so I try to find solutions that work for everyone involved. Finally, I always remember to be kind and understanding toward employees."
This question is a great way to test your problem-solving skills and ability to manage challenging employees. When answering this question, it can be helpful to describe a specific situation where you helped an employee improve their performance or behavior.
Answer Example: "I would first speak with the employee about their missed deadlines and lost contracts. I would explain how these actions are affecting their career at the company and provide them with resources if they need help improving their performance. If they continue to miss deadlines and lose contracts, I would meet with them again to discuss disciplinary action."
Employee relations managers are responsible for handling internal complaints about management and HR practices. Employers ask this question to make sure you have experience with this process and know how to handle it effectively. In your answer, explain what steps you take when someone brings up a complaint about management or HR practices. Explain that you want to ensure everyone feels comfortable coming to you with their concerns.
Answer Example: "I always encourage employees to speak with me directly if they have a complaint about management or HR practices. If they choose to do so, I will meet with them in private to discuss their concerns. I will listen carefully to what they have to say and try to resolve the issue as quickly as possible. If the complaint is about another employee, I may refer them to the employee relations manager who oversees that department."
Employers ask this question to learn more about your leadership skills and how you motivate employees. When answering, think of a time when you used positive reinforcement to improve an employee’s performance or behavior. Try to choose an example that highlights your leadership skills while also showing the results of your efforts.
Answer Example: "I recently worked with an employee who was struggling with their job duties. They were unable to complete their tasks on time, which resulted in delays for other employees. To help them improve, I met with them individually to discuss their struggles and come up with solutions. We decided that I would provide extra training for them so they could learn new skills. After completing the training, they was able to complete their tasks more efficiently."
The FLSA is a federal law that governs employee rights, including minimum wage, overtime pay and child labor. Employer ask this question to make sure you have experience with the FLSA and how it applies to their company. Before your interview, research the FLSA and make sure you understand the basics of the law.
Answer Example: "The FLSA is one of the most important laws for employees, so I am very familiar with it. I have worked in human resources for over five years, and I have helped many companies comply with the FLSA. In fact, I recently helped my previous employer ensure they were following all of the requirements of the FLSA."
This question can help the interviewer understand how you approach employee relations and what you think is important. Your answer should include examples of actions you have taken to maintain a positive work environment, including any results or outcomes from those actions.
Answer Example: "I believe that communication is one of the most important things I have done to maintain a positive work environment. I make sure to have regular meetings with my team members where they can ask me questions or share concerns. This has helped me learn about any issues they may be having so that I can address them before they become larger problems. It has also helped me build stronger relationships with my employees."
This question can help the interviewer understand how you would handle conflict in the workplace. Your answer should show that you are willing to hold employees accountable for their actions and provide them with opportunities to improve.
Answer Example: "I believe in being honest and direct when addressing employee performance issues. First, I try to have a conversation with the employee in private to understand what may be causing them to fail to meet expectations. From there, I will provide feedback on what they are doing wrong and give them specific goals to meet in order to improve. If the issue continues, I may need to implement disciplinary action such as warnings or suspensions."
This question can help interviewers understand how you approach a challenging situation. Use your answer to highlight your problem-solving skills and ability to collaborate with others.
Answer Example: "I start by listening to both sides of the story and asking questions to get more information. This helps me determine if there is any evidence of discrimination or harassment and who may be responsible for the behavior. If there is evidence, I will then conduct an investigation into the incident. During the investigation, I will work with the employee to ensure they feel safe and supported."
Employers ask this question to see if you have experience using your negotiation skills in the workplace. When answering, try to think of a specific situation where you used your negotiation skills to help two employees work together or reach an agreement.
Answer Example: "In my last role as an employee relations manager, I had two employees who were arguing over who should be the lead on a project. The two employees had been working together for years, but one felt like the other wasn’t giving him enough credit for his work. I met with both of them separately to hear their sides of the story and then brought them together to discuss their issues. After our conversation, they were able to work together again."
This question can help the interviewer determine your leadership skills and how you would motivate others. Use examples from past experiences where you helped an employee improve their performance or behavior.
Answer Example: "I would first try to have a one-on-one meeting with the employee to discuss their performance and expectations. If they were unable to meet my expectations after our meeting, I would give them a written warning explaining what they need to do differently to improve. If they still did not improve after the warning, I would refer them to HR for further action."
This question can help the interviewer understand how you would handle a conflict between employees. Your answer should show that you are willing to step in when needed and help employees resolve their differences.
Answer Example: "I would first try to listen in on their conversation without them noticing me. If it seemed like they were talking about quitting, I would approach them separately and ask if they could meet in my office for a few minutes. In my office, I would ask them about what they were talking about and if there was anything I could do to help. If they said they wanted to quit, I would try to convince them to stay by explaining all of the benefits of working at our company."
Employers ask this question to make sure you are aware of the various laws and regulations that govern employee relations. They want to know that you can follow these rules and procedures, as well as implement strategies that ensure compliance. In your answer, explain how you plan to ensure your company meets all legal requirements.
Answer Example: "I am very familiar with the legal requirements for maintaining fair employment practices. I have worked in this field for over 10 years and have seen many changes in the laws and regulations. I am confident that I am able to stay up-to-date on any new developments and ensure that my company follows them."
This question can help the interviewer determine if you have the skills and abilities needed for this role. Use your answer to highlight some of your most important qualities, such as communication skills, problem-solving ability and leadership skills.
Answer Example: "I believe the most important quality for an employee relations manager is integrity. An employee relations manager needs to be honest with employees and managers about policies and procedures, and they need to be able to trust that information. Another important quality is communication skills. An employee relations manager needs to be able to communicate effectively with all types of people in order to resolve issues and answer questions."
This question can help the interviewer understand how you would use your management skills to solve a problem. Your answer should show that you are willing to hold employees accountable for their work and provide them with feedback or training if needed.
Answer Example: "I would first meet with the employee to discuss their performance and offer feedback on what they could do better. If they did not improve after our conversation, I would create a plan for them to meet company standards. This could include setting goals for improvement or giving them additional training. If they still did not meet standards after implementing this plan, I would consider terminating their employment."
This question can help the interviewer understand your experience with implementing and enforcing company policies. Use examples from previous roles to highlight your skills in this area, including how you helped employees understand and follow the rules.
Answer Example: "In my last role as an employee relations manager, I was responsible for developing and implementing all company policies related to employee relations. This included creating new policies, updating existing ones and ensuring all employees were aware of the changes. I also worked closely with management to ensure that our policies were fair and equitable for all employees."
Employers ask this question to learn more about your conflict-resolution skills. They want to know that you can help employees resolve their disagreements and work together again. In your answer, share a specific example of when you helped two employees work through a conflict. Explain how you helped them come to an agreement or compromise.
Answer Example: "In my last role as an employee relations manager, I had two employees who were arguing over who should take on a new project. One employee felt like they were more qualified than the other, but they both wanted to take on the project. Instead of letting them argue, I sat down with both of them and discussed their concerns. After some discussion, we decided that both employees would take on the project together."
This question allows the interviewer to see how you plan to use your time and what your priorities are. Your answer should include a list of tasks that are relevant to the job description and show that you are ready to jump in and start working.
Answer Example: "My first priority would be to learn as much as I can about the company culture, including its mission statement, values and goals. I would then create an employee relations plan that includes ways to improve morale, increase engagement and reduce turnover. Next, I would work on creating an effective communication channel between HR and other departments. Finally, I would develop a plan for hiring new employees."
This question can help the interviewer understand how you would handle a challenging situation. Use your answer to showcase your problem-solving skills and ability to collaborate with others.
Answer Example: "If I discovered that one of my managers was mistreating an employee, I would first try to resolve the issue directly with the manager. If they were unwilling to change their behavior, I would meet with them to discuss their performance and ensure they were aware of their actions. If the behavior continued, I would terminate their employment."
Employer’s ask this question to see if you can manage stress in the workplace. They want to know that you can stay calm and productive even when there are deadlines to meet or conflicts with coworkers. In your answer, explain how you manage stress in your daily life. Share a few strategies that have helped you reduce stress in the past.
Answer Example: "I am a very organized person, so I find that keeping a schedule and prioritizing my tasks helps me manage stress. I also find that taking breaks throughout the day helps me stay focused on my work. I try to take a short walk outside or take a few minutes to stretch at least once per hour. These small breaks help me refocus my thoughts and get me ready to tackle the next task."
