Director, Employee Relations

The Director of Employee Relations is the enterprise leader responsible for shaping and advancing Equinox’s employee relations strategy across Club and Corporate populations. This leader elevates investigative rigor, leverages data to mitigate risk, and ensures that employee relations and engagement practices align with Equinox’s high‑performance culture and principles

This role operates as a strategic advisor to senior leadership, stewarding complex investigations, high-risk matters, and proactive culture initiatives. In addition to leading the organization’s employee relations strategy, this leader plays a critical role in strengthening employee engagement and culture through recognition programs, milestone initiatives, and scalable practices that reinforce Equinox’s high‑performance values.

Enterprise Employee Relations Strategy

• Define and lead the enterprise-wide employee relations strategy aligned with business priorities and organizational values.

• Develop and evolve policies, procedures, and governance frameworks with a continuous improvement and risk-mitigation mindset.

• Anticipate emerging workforce trends and regulatory changes; proactively prepare the business for impact.

• Serve as a trusted advisor to Executive Leadership on complex and sensitive workforce matters.

Investigations & Regulatory Oversight

• Oversee and lead high-risk, complex, and enterprise-level workplace investigations.

• Establish investigative standards, documentation protocols, and governance processes.

• Partner with Legal as enterprise lead for Department of Labor and regulatory agency matters.

• Ensure grievances are resolved efficiently, sensitively, and without prejudice.

Leadership, Engagement & Organizational Culture

• Build and lead a high-performing, lean Employee Relations function, establishing scalable systems that allow the team to deliver enterprise-wide impact.

• Lead through others by developing Employee Relations specialists and People & Culture Business Partners partners to effectively manage workplace matters and elevate investigative capability.

• Create frameworks that enable People & Culture Business Partners, managers, and field leaders to confidently address employee matters while strengthening leadership accountability.

• Own and evolve employee engagement initiatives tied to recognition, milestones, and culture across club and corporate populations.

• Design and manage enterprise milestone and recognition programs that celebrate tenure, career progression, and meaningful employee contributions.

• Partner with People & Culture leadership, Learning & Development, and Communications to ensure engagement initiatives reinforce cultural priorities.

• Leverage engagement metrics, employee feedback, and retention data to continuously improve recognition strategies and employee connection.

Strategic Partnership & Influence

• Partner cross-functionally with People & Culture Business Partners, Legal, Compliance, Operations, and Executive Leadership.

• Influence leaders at all levels to ensure equitable and compliant decision-making.

• Collaborate with external counsel and consultants when required.

Data, Risk & Continuous Improvement

• Leverage ER metrics and workforce data to identify trends and recommend preventive strategies.

• Build dashboards and reporting mechanisms for executive visibility into ER risk and case trends.

• Implement scalable systems that improve efficiency, transparency, and documentation consistency.

Confidentiality & Integrity

• Maintain the highest standards of discretion, confidentiality, and professionalism.

• Model unbiased, culturally aware, and high-integrity conduct that builds trust across all employee populations.