Impress employers and recruiters.
Choose from hundreds of resume examples.

Impress employers and recruiters.
Choose from hundreds of resume examples.

Target Resume Now

About the Role

This is a hands-on HR Manager role focused on execution, supporting supervisors, coordinating employee relations, administering labor processes, and partnering with the Director of People & Culture. The ideal candidate is an experienced HR professional who enjoys partnering with managers, navigating employee relations, conducting investigations, and fostering a fair and consistent workplace.

Responsibilities

• Serve as a day-to-day HR resource for supervisors and managers on employee relations matters.
• Support supervisors on addressing performance concerns, workplace issues, attendance, feedback, and corrective action.
• Support the development and review of performance improvement plans, written warnings, and related employee documentation.
• Coordinate follow-up on employee relations matters to ensure timely next steps and resolution.
• Identify recurring trends and recommend practical improvements to manager support and workplace practices.
• Support day-to-day administration of Make the Road Collective Bargaining Agreements (CBAs) in alignment with the labor strategy.
• Help track grievances, information requests, deadlines, meetings, and follow-up actions.
• Prepare case files, timelines, background materials, and documentation for labor-related matters.
• Support supervisors in understanding and consistently following established CBA requirements and HR processes.
• Participate in grievance meetings and other labor-management processes.
• Escalate questions involving CBA interpretation, precedent, bargaining strategy, arbitration, settlements, or significant organizational risk.
• Support the intake, tracking, and coordination of employee complaints and workplace concerns, including investigations, harassment, discrimination, retaliation, workplace conduct, grievances, and other sensitive matters.
• Assist with investigation planning, interviews, document review, and prepare findings and recommendations.
• Maintain accurate, organized, and confidential employee relations case records.
• Track open cases, deadlines, follow-up actions, and required documentation.
• Identify and escalate high-risk or sensitive matters appropriately.
• Support annual and ongoing performance management processes.
• Review and support performance improvement plans, written warnings, and disciplinary documentation.
• Guide managers through progressive discipline and corrective action processes in alignment with organizational policy and the CBA.
• Prepare recommendations regarding corrective action and other employment decisions.
• Partner to identify supervisor development needs based on trends, challenges, and priorities.
• Recommend relevant training topics and skill-building areas.
• Support the development and coordination of a monthly supervisor training program.
• Co-facilitate training on topics such as performance management, documentation, feedback, conflict resolution, employee relations, CBA compliance, and effective people management.
• Support onboarding and HR orientation for new supervisors.
• Provide ongoing coaching and practical support to supervisors and managers.
• Gather feedback and help identify emerging needs for future training.
• Maintain accurate and timely employee and labor relations case records.
• Ensure deadlines, follow-up actions, and documentation are tracked and completed.
• Collaborate with other HR colleagues to provide consistent and responsive HR support.
• Identify employee relations trends, emerging risks, and opportunities for improvement.
• Support cross-functional HR initiatives and organization-wide priorities.
• Contribute to HR projects and priorities.

Requirements

• Eligible to work in the U.S.
• 4–6 years of progressive Human Resources experience, including at least 3 years of meaningful employee relations experience.
• Experience supporting performance, management, corrective action, and workplace concerns.
• Demonstrated experience conducting and documenting workplace investigations.
• Experience working in a unionized environment and administering collective bargaining agreements strongly preferred.
• Working knowledge of federal, New York State, and New York City employment laws.
• Demonstrated experience advising, coaching, and supporting supervisors and managers.
• Strong judgment and the ability to recognize when an issue requires escalation.
• Excellent communication, organization, documentation, case management, and follow-through skills.
• Ability to manage multiple sensitive matters with discretion and professionalism.
• Ability to identify patterns and translate employee relations trends into practical supervisor support and training.
• Ability to build trust while balancing empathy, accountability, fairness, and consistency.
• Demonstrated commitment to the mission and values of Make the Road.

Skills

• Employee Relations
• Performance Management
• Workplace Investigations
• Collective Bargaining Agreements (CBAs)
• Labor Administration
• Documentation
• Case Management
• Follow-through
• Coaching Supervisors
• Spanish Fluency
• English Fluency

Location

• New York State
• USA

Work Type

• Hybrid

Experience Level

• 4-6 years of HR experience
• 3+ years of employee relations experience

Education Level

• Relevant Bachelor’s Degree

Salary/Compensations

• $80,000 to $92,000

Benefits

• Health insurance
• 401K
• Generous paid vacation
• Sick days
• Personal days

About the Company

• Make the Road States (MRstates) is the national home for the second-generation Make the Road family of organizations in Connecticut, New Jersey, Pennsylvania and Nevada, this in addition to New York, that serves to uplift the voices of working-class, immigrants, women, LGBTQIA people, and people of color across the Make the Roads umbrella.
• From an operational spectrum it serves as the Finance and Human Resources Compliance Officers for the umbrella at large.
• Each Make the Road organization has become a leader in their respective state on issues like immigration, education, and economic justice.
• Collectively, we represent over 50,000 members and reach thousands more through our actions, services, and policy impact.
• We work through a shared model and collaborate closely on campaigns, leadership development, fundraising, financial and Human Resources management.
• Our Human Resources Department is a fast-paced department responsible for managing a full umbrella of Human Resources services to the more than 350 employees that are designated across 5 offices in New York State and in 4 other states within the USA.
• Our commitment is to make employees feel that they are one of our main priorities as they engage in the important mission of the Make the Road family of organizations.
• Make the Road believes that social change is best achieved through grassroots community-based organizing that flows directly from and engages the community demanding the change.
• As a membership-based organization, we are committed to providing equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, criminal history, or Veteran status.
• We strongly encourage those from historically excluded groups to apply.

Equal Opportunity

• Make the Road believes that social change is best achieved through grassroots community-based organizing that flows directly from and engages the community demanding the change.
• As a membership-based organization, we are committed to providing equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, criminal history, or Veteran status.
• We strongly encourage those from historically excluded groups to apply.