Kelly Englert

Results-driven Employee Relations leader with more than 20 years of HR experience and a proven record of building ER programs, implementing effective policies, driving consistency, reducing risk, and improving employee experience. Skilled at collaborating with executives, stakeholders, and legal counsel to ensure compliance and policy alignment.

Associate Director, Employee Relations at Grant Thornton Advisors, LLC (2024-03 – Present)

Leads a team of Employee Relations investigators supporting complex workplace investigations across the U.S. and India, ensuring consistent application of investigative standards, policies, and procedures.

• Designed and implemented investigation training, operational frameworks, and case management standards that improved consistency and reduced average investigation closure times by 50%.
• Partnered in the development and launch of a formal Anti-Retaliation Monitoring Program to proactively identify and mitigate workplace retaliation risks.
• Support employee relations due diligence and integration activities for mergers and acquisitions across the U.S., Ireland, Cayman Islands, and the UAE.
• Provide strategic counsel on employee relations matters impacting all levels of the organization, from interns to equity partners and executive leadership.
• Established a firmwide Exit Survey program, leveraging workforce analytics to identify turnover drivers and deliver data-driven retention recommendations.
• Conduct workforce reduction risk assessments to evaluate legal, compliance, and employee relations considerations, reducing organizational risk during restructuring initiatives.
• Oversee compliance reviews and investigations involving independence requirements, test integrity concerns, dual-employment conflicts, data loss prevention incidents, and financial misconduct allegations.
• Analyze employee relations metrics and workforce trends to inform business decisions, strengthen compliance, and enhance employee engagement and workplace culture.

Employee Relations Manager at Amazon (2020-11 – 2024-03)

Served as a key contributor in the launch and growth of a pilot Employee Relations (ER) program, supporting a 200% expansion of the team. Designed and implemented investigation workstreams, operational procedures, and performance standards to enhance consistency, quality, and scalability. Led a team of 10 exempt investigators across the U.S. and Canada, providing Employee Relations support for Operations and Customer Service organizations.

• Directed complex, high-risk investigations involving allegations of harassment, discrimination, retaliation, and other workplace misconduct.
• Established and managed performance metrics, drove continuous process improvements, and strengthened investigation effectiveness through coaching and development.
• Delivered quarterly business reviews to senior leadership, providing analysis of ER trends, emerging risks, and data-driven recommendations to inform organizational strategy and risk mitigation efforts.

Employee Relations Regional Manager at DaVita Kidney Care (2017-12 – 2020-11)

Served as the lead Employee Relations investigator for the Midwest region, overseeing complex Title VII investigations involving allegations of discrimination, harassment, retaliation, and other workplace misconduct.

• Advised senior operational and HR leaders on employee relations strategy, risk management, and compliance with employment laws.
• Utilized workforce data and case analytics to identify emerging trends, evaluate organizational risk, and develop proactive solutions that enhanced workplace culture, operational effectiveness, and regulatory compliance.

Senior Employee Relations Manager / HR Business Partner at Sodexo (2014-09 – 2017-12)

Provided Employee Relations support across 23 states within the West and North Central regions, serving as a trusted advisor on complex workplace matters. Managed a high-volume caseload of 25+ concurrent investigations ensuring timely resolution while maintaining quality, consistency, and compliance. Served as the primary HR partner for 7 District Managers, 150 Unit Managers, and approximately 3,000 frontline employees across multiple U.S. locations.

• Led investigations involving allegations under Title VII, client removals, disability accommodation, and other sensitive workplace concerns.
• Partnered with HR and business leaders to assess risk, interpret policy, and recommend appropriate corrective actions.
• Applied employment law knowledge and sound investigative practices to mitigate organizational risk, support business objectives, and promote a fair and compliant workplace culture.
• Led full-cycle recruiting and staffing efforts for five new business unit openings, supporting operations ranging from $1 million to $18 million in annual revenue.
• Developed and executed recruiting strategies, managed candidate pipelines, facilitated onboarding, and partnered with operational leaders to ensure successful workforce ramp-up and business readiness.
• Participated in client-facing discussions and workforce planning initiatives to align talent strategies with operational objectives.
• Conducted root cause analyses related to turnover, employee engagement, and workplace morale, leveraging data and stakeholder feedback to identify trends and implement targeted retention strategies.
• Provided actionable recommendations that improved employee experience, strengthened leadership effectiveness, and reduced turnover risk.

Regional HR Manager at Bay State Milling Company (2013-04 – 2014-05)

Managed all Human Resources functions for Specialty Operations locations, supporting approximately 100 employees, including 45 salaried and 55 production team members.

• Led a large-scale workforce transformation initiative, successfully converting production staffing from a 70/30 temporary-to-permanent employee ratio to an 80/20 permanent workforce model, improving workforce stability and reducing reliance on contingent labor.
• Designed and implemented a progressive compensation structure for newly converted employees, enhancing recruitment efforts, increasing retention, and improving overall workforce engagement.
• Reviewed and updated HR policies, compensation programs, and job descriptions to ensure regulatory compliance, internal consistency, and alignment with business objectives.

Human Resources Manager at Covidien (2005 – 2012)

Responsible for all HR functions within a 465,000 sq ft Distribution Center which supports Medical Supplies, Imaging Solutions, and Surgical Devices business units. Provided support to 23 salary and 100 union employees. Managed a department of (1) HR Coordinator and (1) HR Intern.

• Formalized leadership training program for 5 Managers, 10 Supervisors, and 10 lead personnel.
• Partnered with senior leadership quarterly for Talent Leadership Review.
• Met or exceeded budget of $550k/annually.
• Identified new company physician which increase light-duty cases for WC injuries, decreasing the number of lost-time accidents.
• Developed new safety incentive which resulted in 320+ days without a Recordable injury.
• Successfully ratified (3) Union Contracts, Company representative for all Step 3 and Arbitrations. 100% company success rate for Arbitrations.
• Increased facility headcount from 64 to 120.
• Labor Conversion Project; Ontario, CA location: Converted temp labor force to Covidien employees resulting in labor savings of over $500k annually

B.A. – Western Michigan University

Associate of Workplace Investigations in Workplace Investigations – Training Institute