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

Shape how 500+ people experience work at an organization that changes lives. This role is about building, not just maintaining, employee relations as a strategic, forward-looking discipline that is proactive, evidence-based, and genuinely human.

Responsibilities

• Serve as a trusted, impartial resource for employees and leaders on workplace concerns, conduct, and conflict.
• Lead thorough, objective investigations into harassment, discrimination, retaliation, and policy violations, and turn findings into clear, defensible recommendations.
• Use case data and analytics to identify root causes and get ahead of recurring issues before they escalate.
• Serve as a neutral mediator between employees, or between employees and managers, to facilitate resolution of interpersonal or workplace conflicts before they escalate to formal grievances or investigations.
• Coach managers through accountability, documentation, and performance conversations with confidence and clarity.
• Own and continuously improve Graham's performance management process, OKRs, and goal-setting practices.
• Design and deliver training that builds real manager capability.
• Use performance management data to identify systemic coaching needs and reduce recurring ER escalations.
• Ensure fair, consistent application of Graham's policies and collective bargaining agreements.
• Represent HR in labor-management discussions and grievance processes.
• Track shifting employment law and translate it into practical policy guidance.
• Champion new technology and analytics that make employee relations faster, fairer, and more transparent.
• Turn employee feedback and workforce data into real process improvements.
• Represent Graham externally as an ambassador in the HR and employee relations community.
• Bring sound judgment, discretion, and steady professionalism to sensitive, high-stakes situations.
• Build trusted relationships across every level of the organization.

Requirements

• 5+ years of progressive HR experience, with deep roots in employee relations.
• A track record of conducting workplace investigations that hold up — thorough, fair, well-documented.
• Working knowledge of employment law, and comfort navigating collective bargaining agreements.
• Experience with HR technology innovation, including AI-assisted or automated tools for case management, analytics, or employee communications.
• Experience providing consultative guidance to leaders — helping them think through options and risk rather than simply telling them what to do.

Skills

• Data analysis
• Empathy
• Sharp judgment
• Mediation
• Performance management
• Training delivery
• Policy guidance
• Technology adoption
• Process improvement
• Discretion
• Professionalism

Location

• Brooklyn, NY

Work Type

• Hybrid
• Full-Time

Experience Level

• 5+ years of progressive HR experience

Education Level

• Graduate Degree
• Bachelor's degree in HR, Business, Organizational Development, Labor Relations, or related field

Salary/Compensations

• $81,360.00 - $83,360.00 Salary/year
• $81,360 base + merit award

Benefits

• Comprehensive health insurance
• Retirement plan (403(b) thrift)
• Career coaching through Bravely

About the Company

• Graham provides life-changing tools and resources for children, young adults, and families facing poverty, racial injustice, and unequal access to education, living-wage employment, quality healthcare, and affordable housing.
• We partner with communities to build innovative strategies so everyone can lead healthy, joyful, successful lives.
• The same spirit of innovation belongs inside our own walls.

Equal Opportunity

• Graham is an Equal Employment Opportunity employer.
• We provide a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religion, national origin, gender, sexual orientation, age, marital status, disability, or any other status protected by applicable law.
• We do not condone or tolerate an atmosphere of intimidation, harassment, discrimination, or retaliation, and we expect and require the cooperation of all associates in maintaining a respectful, inclusive workplace.