Temporary Employee Relations Specialist

The City of Fairfax Human Resources Department is seeking a Temporary Employee Relations Specialist to provide hands-on support for employee relations matters. This is a full-time, temporary position with an anticipated hourly rate of $45-$55 per hour, commensurate with experience.

Performs professional-level employee relations work within the Department of Human Resources to support the administration of the City's personnel policies, procedures, and employee relations programs. Provides consultative assistance related to employee complaints, workplace investigations, disciplinary and grievance matters, and performance management issues. Work requires the application of established policies, procedures, and specific federal, state, and local employment laws — including verifying which regulatory framework or authority applies to a given situation before providing guidance. 

This role also requires the ability to exercise sound professional judgment and apply general employment law principles and public-sector best practices to a wide range of situations, including those that require independent analysis beyond existing written guidance. Work involves analysis of sensitive and complex information and the exercise of sound judgment, discretion, and analytical rigor.

The position works under the general direction of the Director of Human Resources. This classification is temporary in nature and is intended to provide time-limited employee relations support based on operational needs.

• Conduct intake, assessment, and preliminary analysis of employee relations concerns, complaints, and inquiries. 

• Plan and conduct workplace fact-finding and investigations, including interviewing employees and witnesses, reviewing documents, and analyzing information. 

• Prepare clear, concise, and well-organized written materials such as investigative summaries, findings, advisory memoranda, and correspondence. 

• Provide consultative guidance to supervisors and managers regarding employee conduct, performance management, corrective action, and grievance procedures. 

• Assist with the administration of the City's disciplinary and grievance processes, including preparation of documentation and coordination of related activities.

• Analyze complex employee relations issues, verify the applicable policy or legal framework, identify risk considerations, and recommend appropriate options for resolution. 

• Support the annual performance appraisal cycle by advising on performance management issues, documentation, and procedural requirements. 

• Assist with the review and revision of personnel-related Administrative Regulations and related guidance, as assigned. 

• Provide limited coaching to supervisors and employees on workplace expectations, communication, and conflict resolution. 

• Maintain strict confidentiality and exercise discretion in handling sensitive and confidential information. 

• Stay current on applicable federal, state, and local employment laws and public-sector human resources best practices. 

• Perform related duties as assigned in support of Human Resources operations.

The duties listed above are intended only as an illustration of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.

Graduation from an accredited four-year college or university with a bachelor's degree in human resources, public administration, business administration, psychology, sociology, or a related field; or an equivalent combination of education and experience. 

Three (3) to five (5) years of professional-level experience with a primary focus on employee relations, including workplace investigations, disciplinary actions, grievance handling, or performance management. 

Demonstrated experience applying personnel policies and specific federal and state employment regulations (e.g., FLSA, ADA, FMLA, Title VII) to resolve employee relations issues, including the ability to identify and cite the specific authority underlying a recommendation. 

Demonstrated experience preparing written reports, summaries, or formal correspondence related to employee relations matters.

Necessary Knowledge, Skills, and Abilities:

• Knowledge of the principles and practices of employee relations, including workplace investigations, disciplinary processes, grievance procedures, and performance management. 

• Knowledge of applicable federal, state, and local employment laws and public-sector human resources practices, including the ability to identify which specific framework or authority applies to a given situation. 

• Skill in gathering, evaluating, and analyzing complex or sensitive information. 

• Skill in preparing clear, objective, and well-organized written reports and correspondence. 

• Skill in verbal communication, including the ability to explain complex or sensitive matters clearly and professionally. 

• Ability to exercise sound judgment, discretion, and impartiality. 

• Ability to apply sound professional judgment and general employment law principles to matters not fully addressed by existing written policy, and to appropriately raise questions for further review. 

• Ability to work independently while coordinating effectively with management and Human Resources staff. 

• Ability to establish and maintain effective working relationships with employees, supervisors, managers, and other stakeholders. 

• Ability to manage multiple assignments and meet deadlines in a fast-paced environment.

Additional Desirable Qualification:

Experience working in a public-sector or government human resources environment. 

Experience conducting or supporting workplace investigations, including preparing written findings or summaries. 

Demonstrated ability to communicate complex or sensitive issues clearly and professionally, both orally and in writing. 

Experience advising supervisors or managers on employee relations matters, performance management, or corrective action. 

Familiarity with public-sector personnel policies, grievance procedures, or civil service systems. 

Experience working in a regulated industry requiring compliance with specific federal or state testing, licensing, or certification requirements (e.g., transportation, healthcare, aviation). 

Human resources professional certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP, IPMA-HR).