Director, Employee Relations

GeneDx (Nasdaq: WGS) delivers personalized and actionable health insights to inform diagnosis, direct treatment, and improve drug discovery. The company is uniquely positioned to accelerate the use of genomic and large-scale clinical information to enable precision medicine as the standard of care. GeneDx is at the forefront of transforming healthcare through its industry-leading exome and genome testing and interpretation services, fueled by the world’s largest rare disease data sets. For more information, please visit www.genedx.com.

This is a hybrid (2-3 days onsite) position in Gaithersburg, MD

Summary  

GeneDx is hiring its first Director of Employee Relations — a foundational role that will build GeneDx’s ER function from the ground up, protect the organization, enable our leaders, and ensure every employee experience decision reflects our #1 Mindset: Own It. Move with urgency. Have courage. Drive impact. Reporting to the VP, People Experience, this role will own the entire employee relations lifecycle from intake to resolution while building the playbooks, tools, and manager capability that make the function scalable. The Director will manage approximately 130 annual ER touch points across workplace investigations, performance-based terminations, complex coaching situations, and policy interpretation — serving as the primary ER interface with Legal and driving the cultural shift from “HR handles it” to “leaders own performance.” This is not a role for someone who wants to inherit a playbook. It’s for someone who wants to write one. 

 Job Responsibilities 

• Build the Function: Design and stand up GeneDx’s first dedicated Employee Relations function, including investigation protocols, case management infrastructure, documentation standards, and escalation frameworks 
• Establish the ER operating model that enables PBPs to focus on strategic business partnership while ER owns the employee relations lifecycle 
• Create and deliver quarterly ER reporting — case trends, risk indicators, hotspot analysis, and recommendations — to VP, People Experience and senior leadership 
• Own the Casework: Manage the full ER caseload (~130 annual touch points): workplace investigations, performance-based terminations, complex performance coaching situations, and policy interpretation 
• Personally lead all workplace investigations, ensuring thorough, timely, and legally defensible processes and documentation 
• Own termination recommendations and legal outcome discussions; escalate VP+ cases and precedent-setting situations to VP, People Experience 
• Serve as the primary ER interface with Legal, partnering on high-risk matters (approximately 25% of caseload) and translating legal guidance into operational action 
• Enable Leaders: Build manager-facing playbooks, toolkits, and training for performance management, progressive discipline, and difficult conversations 
• Drive the cultural shift from “HR handles it” to “leaders own performance” — coaching and equipping managers to operate independently while knowing when to escalate 
• Provide real-time guidance to managers and PBPs on employee relations matters, balancing speed with risk management 
• Protect the Organization: Reduce legal exposure through consistent, high-quality case management and documentation practices 
• Monitor and address ER hotspots — particularly in commercial production labs and sales teams — with targeted interventions 
• Ensure compliance with federal, state, and local employment laws; stay ahead of regulatory changes that affect ER practices 

 People Manager 

• No — Individual Contributor (with future build potential) 
• This is an individual contributor role. No direct reports at launch; future team build potential as the function scales. 

 Education, Experience, and Skills 

• Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience) 
• 8+ years of progressive HR experience with 5+ years focused on employee relations 
• Demonstrated experience building or significantly maturing an ER function — not just operating within one 
• Proven track record of personally owning and conducting workplace investigations (not supporting or advising) 
• Experience supporting both production/operations and commercial/sales populations 
• Track record of operating as a solo or near-solo ER resource, managing a full caseload independently 
• Strong working partnership with employment law counsel; fluency in translating legal risk into business action 
• Evidence of measurable ER outcomes: reduced claims, improved resolution time, increased manager capability 

Preferred: 

• Experience in life sciences, biotech, diagnostics, or healthcare industries 
• Experience in a high-growth, mid-size company (500–3,000 employees) undergoing operational transformation 
• Familiarity with ER in regulated environments (CLIA, CAP, FDA, or similar) 
• PHR, SPHR, SHRM-CP, SHRM-SCP, or AWI certification 
• Experience with ER case management systems and HR analytics/reporting tools 

 Certificates, Licenses, Registrations 

• Preferred: PHR, SPHR, SHRM-CP, SHRM-SCP, or AWI (Association of Workplace Investigators) certification 

Physical Demands 

This is a sedentary role requiring prolonged periods of sitting while working at a computer. Physical demands include: 

• Sitting for extended periods (up to 8 hours per day) 
• Repetitive use of hands and fingers for typing and mouse operation 
• Visual acuity for reading computer screens and documents 
• Ability to communicate effectively via phone and video calls 
• Occasional lifting of up to 10 pounds (office supplies, equipment) 

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. 

 Acknowledgements 

The above job description is not intended to be an all-inclusive list of duties and standards of the position.  Incumbents will follow any other instructions and perform any other related duties, as assigned by their supervisor.