25 Employee Relations Manager Interview Questions and Answers

Employee relations managers are responsible for ensuring that employees feel valued, heard, and happy in their jobs. They also work to resolve any conflicts that may arise between employees or between employees and management. In order to be successful in this role, you’ll need to be able to build positive relationships with employees, assess and understand the root of employee complaints, and have excellent communication skills.

If you’re interviewing for a position as an employee relations manager, you can expect to be asked a range of questions about your ability to handle difficult situations, your conflict resolution skills, and your understanding of employee rights. In this guide, we’ve compiled a list of sample questions and answers that will help you prepare for your interview.

1. Are you familiar with the Fair Labor Standards Act?

The Fair Labor Standards Act is a federal law that governs the minimum wage, overtime pay and child labor standards for employees. Employers ask this question to make sure you understand your responsibilities as an employee relations manager in regards to complying with federal laws. In your answer, explain that you are familiar with the Fair Labor Standards Act and how it applies to employee relations managers. Explain what steps you would take to ensure your organization complies with the act.

Example: “Yes, I am very familiar with the Fair Labor Standards Act. As an Employee Relations Manager, it is important to be knowledgeable of all labor laws and regulations. In my current role, I have been responsible for ensuring that our organization complies with all relevant federal and state employment laws, including the FLSA. I have also conducted training sessions on the FLSA for managers and employees, so they understand their rights and responsibilities under the law. Furthermore, I have provided guidance to management on how to properly classify employees as exempt or non-exempt from overtime pay requirements and other provisions of the FLSA. Finally, I have handled any employee complaints related to violations of the FLSA and worked with legal counsel to resolve them in a timely manner.”

2. What are some of the most effective ways to resolve conflicts between employees?

This question can help the interviewer assess your conflict resolution skills and how you might use them to resolve conflicts between employees. Use examples from past experiences where you helped resolve a conflict between two or more employees, including what steps you took to ensure that the conflict was resolved quickly and efficiently.

Example: “When it comes to resolving conflicts between employees, I believe that the most effective way is to create a safe and open environment for communication. This means encouraging employees to talk openly about their issues and providing them with an opportunity to express their feelings in a respectful manner.

I also think it’s important to listen actively and objectively to both sides of the story before making any decisions or judgments. It’s essential to be impartial and ensure that each employee feels heard and respected. Once all parties have had a chance to speak, I would then work towards finding a solution that works for everyone involved.

In addition, I believe that having clear policies and procedures in place can help prevent conflict from occurring in the first place. Having a well-defined code of conduct and expectations for employees can help set boundaries and provide guidance on how to handle disagreements. Finally, I think it’s important to offer support and resources to employees who are struggling to resolve their differences.”

3. How would you handle an employee who is not meeting the organization’s expectations?

This question can help the interviewer assess your ability to handle conflict and apply problem-solving skills. Your answer should demonstrate that you are willing to hold employees accountable for their performance, while also showing compassion and understanding of individual circumstances.

Example: “I believe that the first step in addressing an employee who is not meeting expectations is to have a conversation with them. I would sit down and discuss their performance, outlining what they are doing well and where there is room for improvement. During this conversation, it is important to be understanding of any challenges or obstacles they may be facing while also setting clear expectations for the future.

Once these expectations are set, I would work with the employee to develop a plan to help them reach their goals. This could include providing additional training or resources, offering mentorship opportunities, or assigning more challenging tasks. I would also ensure that regular check-ins are scheduled so that progress can be monitored and adjustments can be made as needed.”

4. What is your process for building and maintaining positive relationships with employees?

This question can help the interviewer understand how you plan to interact with employees and build relationships. Your answer should include a few steps that you use to ensure your interactions are positive and productive.

Example: “My process for building and maintaining positive relationships with employees is based on trust, respect, and communication. I believe that the foundation of any successful relationship starts with these three elements.

I strive to create an environment where employees feel comfortable coming to me with their concerns or questions. To do this, I make sure to be available and approachable so that they know that I am there to help them. I also take time to get to know each employee individually, so that I can better understand their needs and how I can best support them.

In addition, I prioritize open communication between myself and my team. This means having regular check-ins, both one-on-one and in group settings, to ensure everyone feels heard and valued. I also encourage feedback from my team to ensure that our working relationship is mutually beneficial. Finally, I always strive to stay up to date on industry trends and changes in order to provide the most effective guidance and resources to my team.”

5. Provide an example of a time when you had to manage an employee’s expectations.

An employer may ask this question to learn more about your communication skills. This is because employee relations managers must be able to clearly communicate expectations and policies to employees in a way that helps them understand what they need to do. When answering this question, it can be helpful to provide an example of how you helped the employee understand their responsibilities while also explaining why those expectations are important.

Example: “I recently had to manage an employee’s expectations when they were expecting a promotion. The employee was very passionate about the role and had been working hard for several months, so I could understand why they felt that they deserved a promotion. However, after consulting with my supervisor, we determined that the employee did not have the necessary qualifications or experience required for the position.

Rather than simply telling them no, I decided to take a different approach. I sat down with the employee and explained the situation in detail. I outlined what skills and experiences were needed for the job and discussed how they could work towards achieving those goals. I also provided resources such as additional training opportunities and mentorship programs to help them reach their goal. In the end, the employee understood our decision and appreciated the effort I put into helping them reach their goals.”

6. If hired, what would be your top priorities during your first few weeks on the job?

This question helps the interviewer determine how you plan to make an impact in your new role. Your answer should include a list of tasks that highlight your ability to prioritize and manage multiple projects at once.

Example: “If I am hired as the Employee Relations Manager, my top priority during my first few weeks on the job would be to get a thorough understanding of the company’s policies and procedures. This includes familiarizing myself with the employee handbook, any relevant laws or regulations, and the company’s mission statement.

I also want to ensure that all employees are aware of their rights and responsibilities within the organization. To do this, I plan to hold meetings with each department to discuss expectations and answer any questions they may have. I will also make sure that everyone is up-to-date on any changes in policy or procedure.

Additionally, I will take time to meet with key stakeholders such as HR managers, supervisors, and executives to gain an understanding of how the organization works and what challenges it faces. Finally, I will review current employee relations initiatives and develop plans for improving them if needed.”

7. What would you do if two employees were not getting along and it was starting to negatively impact their work performance?

This question can give the interviewer insight into how you would handle interpersonal conflicts in the workplace. Your answer should show that you are willing to intervene and help employees resolve their differences.

Example: “If two employees were not getting along and it was starting to negatively impact their work performance, I would take a proactive approach in order to resolve the situation. First, I would meet with each employee individually to discuss the issue and gain an understanding of what is causing the conflict. Once I have identified the source of the problem, I would then bring both parties together for a mediation session. During this session, I would facilitate a discussion between the two employees to help them come to a resolution that works for both of them. Finally, I would provide resources such as counseling or team building activities if needed, to ensure that the employees are able to move forward in a positive manner. By taking a proactive approach, I believe I can effectively address any conflicts between employees and ensure that they are able to perform at their best.”

8. How well do you handle stress? Can you give me an example of a time when you remained calm under pressure?

Employers ask this question to make sure you can handle the stress of working in human resources. They want someone who is able to remain calm and focused when faced with a challenging situation. When answering, try to think of an example that shows your ability to stay calm under pressure while also showing how you resolved the issue.

Example: “I believe that I handle stress very well. I understand the importance of remaining calm and composed in difficult situations, as it helps to ensure positive outcomes.

For example, when I was working at my previous job, I had to manage a situation where an employee had become very upset with their supervisor. It was important for me to remain calm and professional while addressing the issue. I worked closely with both parties to come up with a resolution that would be beneficial to everyone involved. In the end, we were able to reach a satisfactory outcome without any further escalation. This experience taught me the value of staying level-headed in stressful situations.”

9. Do you have any experience conducting exit interviews?

An employer may ask this question to see if you have experience conducting exit interviews with employees who are leaving the company. If you do, they may want to know what your process was for conducting these types of interviews and how it helped improve employee relations in your previous roles.

Example: “Yes, I have experience conducting exit interviews. In my current role as an Employee Relations Manager, I am responsible for conducting and analyzing exit interviews with departing employees. During these interviews, I ask questions to gain insight into the employee’s reasons for leaving, their overall satisfaction with the company, and any suggestions they may have for improvement. After each interview, I compile the data and present it to management in order to identify areas of opportunity or potential issues that could be addressed. My experience has enabled me to develop strong analytical skills and a deep understanding of how to effectively manage employee relations.”

10. When disciplining an employee, do you believe in doing so in front of others?

This question can help the interviewer determine how you handle conflict and whether or not you’re comfortable with confrontation. Your answer should show that you are willing to address issues in private, but also that you understand the importance of doing so in front of others when necessary.

Example: “No, I do not believe in disciplining an employee in front of others. In my experience as an Employee Relations Manager, I have found that it is more effective to handle disciplinary issues in a private setting. This allows the employee to feel comfortable and open up about their concerns without feeling embarrassed or judged by their peers. It also gives the employer the opportunity to address any underlying issues that may be contributing to the problem behavior. By having a private conversation with the employee, employers can better understand the situation and provide appropriate guidance on how to move forward. Ultimately, this approach leads to improved morale and productivity within the workplace.”

11. We want to improve our employee engagement scores. What strategies would you use to do so?

Employee engagement is a key metric for HR professionals to monitor. It shows how much employees enjoy their jobs and feel valued by the company. An interviewer may ask this question to see if you have experience with employee engagement strategies. In your answer, explain what steps you would take to improve scores in your current organization or what steps you would take to implement new programs that increase engagement.

Example: “I believe that improving employee engagement scores starts with creating a positive and supportive work environment. To do this, I would focus on building strong relationships between employees and management. This can be done through regular one-on-one meetings to discuss any issues or concerns they may have, as well as providing feedback and recognition for their hard work.

In addition, I would also focus on increasing communication between all levels of the organization. This could include setting up team meetings where everyone is encouraged to share ideas and provide input into how the company can improve. It’s important to ensure that all voices are heard and respected in order to foster an open and collaborative culture.

Lastly, I would look at ways to make sure employees feel valued and appreciated. This could include offering flexible working hours, additional benefits, or even just taking the time to thank them for their efforts. By doing these things, it shows employees that they are seen and appreciated which will help to increase morale and engagement.”

12. Describe your management style.

Employers ask this question to learn more about your leadership skills and how you would manage their team. When answering, it can be helpful to describe a specific situation where you used your management style to help resolve an issue or improve the workplace for your employees.

Example: “My management style is based on collaboration and communication. I believe that the most successful teams are those where everyone feels heard and respected, so I strive to create an environment of open dialogue and trust. I also prioritize transparency in decision making processes, which allows my team members to understand why certain decisions have been made and how they can contribute to achieving our goals.

I am a strong advocate for employee development and growth, and I take the time to get to know each individual member of my team. This helps me better understand their strengths and weaknesses, allowing me to provide tailored guidance and support when needed. I also encourage feedback from my team, as this helps us identify areas for improvement and develop more effective strategies. Finally, I’m always willing to lend a hand and help out whenever possible.”

13. What makes you qualified for this position?

Employers ask this question to learn more about your qualifications for the role. They want to know what makes you a good fit for their company and how you can contribute to the team. Before your interview, make a list of all your relevant skills and experiences. Think about which ones are most important for this position. Share these with the interviewer so they can see why you’re right for the job.

Example: “I am an experienced Employee Relations Manager with over 10 years of experience in the field. I have a deep understanding of employee relations and how to effectively manage relationships between employees and management. My expertise includes developing policies, procedures, and programs that promote positive working relationships and ensure compliance with applicable laws and regulations.

In addition to my extensive knowledge of employee relations, I also possess strong communication skills. I understand the importance of clear and effective communication when dealing with difficult situations or resolving conflicts. I am able to remain calm and professional under pressure while still providing support and guidance to both parties involved.

Furthermore, I am well-versed in conflict resolution techniques and strategies. I have successfully mediated disputes between employees and management, as well as developed training programs to help prevent future issues from arising. I am confident that my experience and qualifications make me the ideal candidate for this position.”

14. Which employee relations software do you have experience using?

This question can help the interviewer determine if you have experience using the software they use at their company. If you don’t have experience with the same software, explain what other employee relations software you’re familiar with and how it compares to the one your potential employer uses.

Example: “I have extensive experience using a variety of employee relations software. I am most familiar with the HRIS system, which is used to track and manage employee data. This includes tracking performance reviews, attendance records, payroll information, benefits enrollment, and more. In addition, I have also worked with other employee relations software such as applicant tracking systems, employee engagement platforms, and employee recognition programs.”

15. What do you think is the most important trait for an effective employee relations manager?

This question can help the interviewer determine your priorities as an employee relations manager. Your answer should reflect a trait that you feel is most important for this role and how it helps you succeed in your job.

Example: “I believe the most important trait for an effective employee relations manager is strong communication skills. As a manager, it’s essential to be able to communicate effectively with employees in order to build trust and understanding. This includes being able to listen actively and provide feedback that is both constructive and supportive. It also means having the ability to explain complex concepts in simple terms so that everyone can understand them. Finally, I think it’s important to have empathy and be able to show compassion when dealing with difficult situations.

In addition to these qualities, I also bring extensive experience in human resources management, conflict resolution, and labor law. My past roles have given me the opportunity to develop my expertise in managing employee relations issues such as grievances, disciplinary actions, and performance reviews. I am confident that this combination of interpersonal and technical skills makes me the perfect candidate for this position.”

16. How often do you recommend updating employee handbooks?

Employee handbooks are important documents that outline company policies and procedures. They also include information about benefits, vacation time and other employee rights. Interviewers ask this question to see if you understand the importance of keeping these documents up-to-date. In your answer, explain how often you would update a company’s handbook based on its needs.

Example: “When it comes to updating employee handbooks, I believe that regular updates are essential. It is important for employees to have access to the most up-to-date information regarding their rights and responsibilities as an employee of the company. As Employee Relations Manager, I recommend reviewing and updating the employee handbook at least once a year or whenever there are significant changes in employment laws or regulations. This ensures that all employees remain informed of any new policies or procedures that may affect them. Furthermore, this also allows employers to stay compliant with state and federal laws.

I understand the importance of keeping employee handbooks current and accurate, so I am always willing to take the time to review and update them when necessary. My experience has taught me that having a comprehensive and well-maintained employee handbook helps create a positive work environment and encourages productive relationships between management and staff.”

17. There is a high turnover rate among entry-level employees in one department. What is your strategy to address the issue?

This question can help the interviewer understand your approach to employee relations and how you might handle a challenging situation. Your answer should include steps you would take to address the issue, as well as the results of those actions.

Example: “My strategy to address the high turnover rate among entry-level employees in one department would be to first identify the root cause of the issue. Is it related to job satisfaction, lack of training or development opportunities, or something else? Once I have identified the underlying problem, I can then develop a plan to address it.

For example, if the issue is related to job satisfaction, I could work with the department to create an employee engagement program that encourages collaboration and feedback from all levels of staff. This could include team building activities, recognition programs, and other initiatives designed to foster a positive work environment.

If the issue is related to lack of training or development opportunities, I could create a structured onboarding process for new hires that includes mentorship programs, regular check-ins, and ongoing professional development courses. This will ensure that employees feel supported and empowered to succeed in their roles.”

18. What would you do if you received a complaint from an employee about their manager?

This question can help the interviewer understand how you would handle a challenging situation. Use your answer to highlight your problem-solving skills and ability to work with others.

Example: “If I received a complaint from an employee about their manager, the first thing I would do is listen to the employee and take their concerns seriously. It’s important to ensure that employees feel comfortable coming forward with any issues they may have in the workplace. After listening to the employee, I would then investigate the situation further by speaking with the manager and other relevant parties involved. This would help me gain a better understanding of the issue at hand and determine the best course of action.

Once I had all the facts, I would work with both the employee and the manager to come up with a solution that is fair for everyone involved. This could include having conversations with both parties to discuss expectations or providing additional training or resources to help improve the situation. Ultimately, my goal would be to create a positive working environment where employees feel respected and valued.”

19. Describe a time when you had to mediate a dispute between two employees.

This question can allow you to demonstrate your conflict resolution skills and how you might use them in the role. When answering, it can be helpful to describe a specific situation where you helped two employees resolve their differences and maintain positive relationships with one another.

Example: “In my previous position as an employee relations manager, I had two employees who were constantly arguing about whose work was better. They would often go back and forth about which of them did more work or produced higher-quality results. After talking with both employees, I learned that they were both very passionate about their work and wanted to do the best job possible.

I decided to create a system where each employee could track their own performance and compare it to the other person’s. This allowed them to see how much they accomplished on a daily basis and gave them a way to celebrate their successes without comparing themselves to others.”

Example: “I recently had to mediate a dispute between two employees who were both working on the same project. One employee felt that their ideas weren’t being taken seriously, while the other was frustrated with how long it was taking to complete the task.

To resolve the issue, I first listened to each of their perspectives and asked clarifying questions to ensure I understood their concerns. Then, I worked with them to identify areas of common ground and brainstorm solutions that addressed both of their needs. We discussed different approaches they could take and agreed upon a plan of action. Finally, I checked in with them regularly throughout the process to make sure they were making progress and staying on track.”

20. When dealing with difficult people, how do you maintain your composure?

Employers ask this question to see if you have the ability to remain calm in a stressful situation. They want to know that you can handle conflict and difficult people without losing your cool. In your answer, try to show that you are able to stay composed while still being assertive.

Example: “Maintaining composure when dealing with difficult people is an important skill for any Employee Relations Manager. I have developed a few strategies to help me stay calm and focused in these situations.

The first strategy is to take a step back and assess the situation objectively. This helps me to remain level-headed and not get caught up in the emotions of the moment. It also allows me to think through my response before speaking, so that I can provide a thoughtful and professional answer.

Another strategy I use is to practice active listening. By really hearing what the other person has to say and understanding their point of view, it’s easier to find common ground and come to a resolution.

Lastly, I make sure to keep a positive attitude throughout the conversation. Even if the other person is being difficult or uncooperative, I try to remain polite and respectful. This helps to deescalate the situation and encourages the other person to do the same.”

21. How do you ensure that all employees are treated fairly and equally?

This question can help the interviewer assess your ability to ensure that all employees are treated fairly and equally. Use examples from past experiences where you helped create a fair environment for everyone in the workplace.

Example: “I believe that all employees should be treated fairly and equally in the workplace. To ensure this, I strive to create a culture of respect and inclusion. I do this by encouraging open communication between management and staff, so everyone feels heard and respected. I also make sure that policies are applied consistently across all departments, regardless of seniority or job title. Finally, I provide training on topics such as unconscious bias and diversity awareness, so that everyone is aware of how their actions can affect others. By taking these steps, I am confident that all employees will feel valued and respected in the workplace.”

22. Do you have any experience creating policies or procedures related to employee relations?

This question can help the interviewer understand your experience with creating policies and procedures that are beneficial to an organization. Use examples from past projects or experiences where you helped create a policy or procedure for your current or previous employer.

Example: “Yes, I have extensive experience creating policies and procedures related to employee relations. During my previous role as an Employee Relations Manager, I was responsible for developing a comprehensive set of policies and procedures that addressed all aspects of the employee relations process. This included everything from recruitment and onboarding processes, to disciplinary actions and terminations.

I worked closely with senior management to ensure that these policies were in line with company objectives and values, while also taking into account any legal requirements or industry best practices. My efforts resulted in improved efficiency within the organization, as well as increased job satisfaction among employees. Furthermore, my team and I successfully implemented a number of initiatives designed to improve communication between departments and enhance overall morale.”

23. How do you stay on top of changes in labor laws and regulations?

Employers ask this question to make sure you’re aware of the latest labor laws and regulations. They want to know that you can keep your company in compliance with all applicable rules and regulations. In your answer, explain how you stay up-to-date on these changes. You can also mention any specific resources or tools you use to learn about new developments.

Example: “Staying on top of changes in labor laws and regulations is essential for an Employee Relations Manager. I make sure to stay informed by reading industry publications, attending conferences, and networking with other professionals in the field. I also take advantage of online resources such as webinars and blogs that provide updates on new laws and regulations. Finally, I regularly review my company’s policies and procedures to ensure they are compliant with all applicable laws and regulations. By taking these steps, I am able to remain up-to-date on any changes in labor law and regulations so that I can advise my organization accordingly.”

24. What strategies do you use to keep up morale among employees?

Employee morale is an important factor in the success of a company. Employers ask this question to make sure you have strategies for keeping your team motivated and happy at work. In your answer, explain how you plan fun activities for employees or encourage them to participate in their own ways. Show that you care about your colleagues’ well-being by mentioning specific actions you’ve taken in the past.

Example: “I understand the importance of keeping morale high among employees. I believe that it is essential to creating a positive work environment and improving productivity. To ensure morale remains high, I use a variety of strategies.

The first strategy I use is providing recognition for hard work. This could be in the form of verbal praise or tangible rewards such as gift cards. It’s important to recognize individual accomplishments and team successes.

Another strategy I use is encouraging open communication between management and staff. I strive to create an atmosphere where employees feel comfortable voicing their opinions and concerns. I also make sure to respond quickly to any issues that arise.

I also focus on building relationships with my employees. I take time to get to know them on a personal level and build trust. This helps to foster a sense of community within the workplace and encourages collaboration.”

25. How do you handle confidential information regarding employee relations issues?

Employers ask this question to make sure you can handle confidential information and keep it private. They want someone who is trustworthy, so they know that the information will be safe with you. In your answer, show that you understand how important confidentiality is and that you are willing to protect any sensitive information.

Example: “I understand the importance of confidentiality when it comes to employee relations issues. I always ensure that any confidential information is handled with discretion and respect for all parties involved. When dealing with sensitive matters, I take extra care to make sure that only relevant personnel are aware of the situation and that all conversations remain private. I also ensure that all documents related to the issue are stored securely and can only be accessed by authorized personnel. Finally, I strive to maintain a professional attitude at all times and never share confidential information outside of the workplace.”