Client relations manager Jobs in Edmonton, AB

Work Location Type: Remote - CANADA

About Grainger

Compensation:

The base salary for this role ranges between $ 81,600 - $ 112,200, with eligibility for an incentive target of 10% which is contingent upon achieving both individual and company performance objectives.

The pay range above is not a guarantee of compensation but reflects the potential total compensation for this role at the time of this posting based on the assigned job grade. Actual compensation will vary depending on factors such as geographic work location, relevant experience and individual skills. The stated range is a reasonable estimate and may change over time; final compensation may fall above or below the range provided. Grainger reserves the right to amend, modify, or discontinue its compensation and benefits programs at any time, in accordance with applicable law.

This job posting is for an existing vacancy.

Position Summary:

The Team Member Relations Advisor serves as a trusted employee relations advisor to assigned business groups, helping leaders navigate performance consultation, complex workplace conflict, HR policy concerns, investigations, and employment risk with consistency, neutrality, and sound judgment. Advisors may specialize in performance consultation and complex investigations. The role partners closely with HR Business Partners, Legal, Ethics & Compliance, HR Operations, Security and Safety, and business leaders to ensure the right work is handled by the right partner at the right time, aligned to The Grainger Edge and the TMR/HRBP ways of working. Using case data, employee relations insights, and strong documentation practices, the Advisor strengthens leader capability, improves the team member experience, reduces risk, and supports fair, consistent, and defensible outcomes.

Job Responsibilities (You Will):

• Serve as a consultative TMR partner to assigned business groups, HRBPs, leaders, and team members on employee relations matters, including workplace conflict, performance concerns, policy interpretation, misconduct, attendance, and other sensitive workplace issues.
• Lead timely, neutral, well-documented investigations from intake through resolution, including issue assessment, investigation planning, interviews, evidence review, credibility analysis, findings, report writing, and alignment on appropriate next steps.
• Provide performance consultation to leaders and HRBPs by helping leaders set clear expectations, document behavior-based examples, strengthen coaching practices, determine when formal performance improvement is appropriate, and manage PIPs or alternate paths forward once documented coaching has not resolved the issue.
• Partner with HRBPs to clarify ownership, distinguish issue identification from investigation, ensure matters are opened through the appropriate intake channel with complete information, and align before recommendations are communicated to the business.
• Interpret and apply company policies, procedures, employment laws, and established TMR decision rights to promote fair, consistent, compliant, and defensible outcomes across corporate and field environments.
• Manage a varied employee relations caseload with appropriate prioritization, confidentiality, urgency, and follow-through; maintain complete, objective, accurate, and timely case documentation in the case-management system.
• Use case trends, PIP dashboard data, SuccessFactors and case management reporting, and other people insights to identify emerging risks, recurring themes, leader capability gaps, and opportunities for proactive interventions or process improvements.
• Partner with Legal, Ethics & Compliance, HR Operations, Security, Internal Audit, Benefits, Leave Administration, and other stakeholders to assess risk, coordinate handoffs, support non-HR-led investigations, and align on employment-related outcomes when appropriate.
• Facilitate or support leader and HRBP education on performance improvement, documentation, workplace conflict, issue identification, escalation paths, and employee relations best practices.
• Contribute to TMR operational excellence by following standard work, supporting process maps and RACIs, improving templates and tools, and helping create a consistent team member and leader experience.
  
  

Education/Experience (You Have):

• Bachelor’s Degree required.
• Bilingualism in English and French is strongly preferred.
• 5+ years progressive experience in employee relations, HR business partnership, investigations, performance improvement, workplace conflict resolution, HR compliance, or a comparable advisory role; demonstrated Strong consulting skills, with the ability to advise leaders, HRBPs, and cross-functional partners on sensitive, ambiguous, or higher-risk workplace matters.
• Demonstrated investigation or fact finding capability, including intake assessment, investigation planning, interviewing, credibility assessment, evidence review, findings, practical recommendations, and concise report writing (for roles requiring investigation responsibilities).
• Knowledge of performance management, progressive discipline, PIPs, workplace conflict resolution, misconduct, policy violations, retaliation, harassment, discrimination, accommodations, leaves, and related employment risk concepts.
• Ability to use data, dashboards, case trends, and people insights to identify risk, diagnose root causes, recommend practical solutions, and support proactive leader action.
• Ability to build trusted relationships while maintaining neutrality, confidentiality, objectivity, and appropriate separation between fact-finding, recommendations, business decisions, and outcome delivery.
• Strong process orientation, case-management discipline, prioritization, and project execution skills; ability to manage multiple matters with urgency, accuracy, and follow-through.
• Excellent written and verbal communication skills, including the ability to explain complex employee relations concepts in clear, practical terms and prepare objective, defensible documentation.
• Courage and judgment to challenge assumptions, influence without direct authority, balance business needs with team member experience, and recommend fair, consistent, principles-based outcomes.
• High integrity, sound ethics, discretion, learning agility, and working knowledge of applicable federal, state, and local employment laws and regulations relevant to employee relations matters.
• Ability to operate in a specialized or blended assignment model, including performance consultation, complex investigations, or dual-role support based on business needs and team structure.
  
  

Rewards and Benefits:
Our programs provide choice and flexibility to meet your individual needs. Check out some of the benefits available to you with Grainger (may vary based on hours worked):

• Medical, dental, vision and prescription drug coverage
• Paid time off (PTO) and up to 12 company holidays per year (dependent on home province)
• Life insurance coverage, including spousal and dependent life insurance.
• Employee Family Assistance Program to help team members with physical, emotional, mental, financial and other concerns
• Registered Retirement Savings Plan & Defined Contribution Pension Plan to help you save for your financial future
• Educational & Professional Membership Fee Assistance program
• Employee discounts, team member perks and more!

DEI Statement:

We encourage you to apply even if your experience doesn't perfectly match this job post as you may still be the right candidate for this role or others. We aspire to create a culture where everyone is comfortable being who they are, can learn and grow to realize their full potential, and is recognized and rewarded for their impact.

We are proud to be an equal opportunity workplace. All qualified applicants are considered for employment without regard to race, religion, sex, sexual orientation, gender identity, national origin, age, or disability. Should you need a reasonable accommodation during the application and selection process, please advise us so we can provide appropriate assistance.

Pre-employment background checks are required for all external candidates. Internal candidates undergo a background check when they move from a non-driving role to a driving role.