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About the Role

The Employee Relations Specialist serves as a trusted advisor, leading and managing all aspects of employee relations ensuring fair, consistent, and legally compliant practices across the organization. This role supports a positive workplace culture aligned with the organization’s mission and values by leading investigations, managing conflict resolution, ensuring compliance with employment laws, and partnering with management to proactively address employee concerns. The Specialist must demonstrate exceptional judgment, confidentiality, and independence in complex and sensitive situations, while maintaining a commitment to equity, due process, and organizational integrity.

Responsibilities

Serve as the primary point of contact for employee relations matters, including complaints, workplace conflicts, performance concerns, and disciplinary actions.
Conduct prompt, thorough, and impartial investigations into employee complaints, including allegations of discrimination, harassment, retaliation, misconduct, and policy violations.
Prepare investigation summaries, documentation, and recommended outcomes in compliance with legal and organizational standards.
Partner with management to implement corrective actions and monitor follow-through.
Ensure organizational compliance with NYC, NYS, and federal labor and employment laws.
Collaborate with HR leadership and outside counsel on complex employee relations issues and investigations.
Maintain confidential employee relations records in accordance with best practices and retention requirements.
Ensure consistent application of policies across departments and programs.
Guide managers on progressive discipline, performance management, and corrective action processes.
Coach leaders on managing performance challenges while upholding organizational values and legal obligations.
Design and deliver manager and supervisor training on topics including progressive discipline, workplace investigations, harassment prevention, documentation standards, and legal compliance.
Support change management initiatives by addressing employee concerns and reducing workplace risk.
Promote a workplace culture rooted in respect, fairness, accountability, and inclusion.
Facilitate mediation and conflict resolution between employees and/or between employees and management when informal resolution is appropriate.
Manage the voluntary separation process, including exit interviews, separation agreements, and departure documentation.
Mitigate legal risk to the organization through conducting regular audits, proactive training and education, clear systems and processes for managing conflicts, and handling complaints of harassment/discrimination and other unjust practice allegations.
Exhibit extensive knowledge and ensure compliance with local, state, and federal laws regarding employment practices, organizational policies and procedures.
Collaborate with HR team members on other departmental compliance audits, special projects and initiatives when needed.
Serve as backup support in Human Resources where needed to meet business demands and needs.
Maintain an environment of positive employee relations by maintaining confidentiality, establishing trust and credibility, being approachable and fair.

Requirements

Bachelor’s degree in Human Resources, Labor Relations or Industrial Relations, Business Administration, Public Administration or related field, required.
Master’s in Labor Relations, HR Management, Healthcare Administration, or JD, preferred.
3-5 years of progressive labor/employee relations experience, required.
Demonstrated experience in Healthcare or hospital systems (strongly preferred).
Hands-on experience with Collective Bargaining Agreement interpretation and administration (required).
Hands-on experience with Grievance handling and step meetings (required).
Hands-on experience with Disciplinary review and just cause analysis (required).
Hands-on experience with Participation in arbitration preparation or hearings (required).
Basic computer skills including Microsoft Office (required).
Excellent verbal and written communication (required).
Must be able to work in a high-volume team environment (required).
Detailed oriented (required).
Strong working knowledge of Federal and state labor laws (e.g. NLRA, FLSA, ADA, Title VII) (Required).

Skills

Employee Relations
Investigations
Conflict Resolution
Compliance
HR Leadership
Legal Compliance
Progressive Discipline
Performance Management
Corrective Action
Training Design
Change Management
Mediation
Voluntary Separation
Risk Mitigation
Audits
Collective Bargaining Agreement Interpretation
Grievance Handling
Just Cause Analysis
Arbitration Preparation
Microsoft Office
Verbal Communication
Written Communication

Experience Level

3-5 years

Education Level

Bachelor's degree
Master's degree