Labor Relations Specialist

Overview

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

Responsibilities

Essential Duties and 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, including but not limited to, NYC Human Rights Law, NYS Labor Law, Paid Safe and Sick Leave Law, Fair Workweek Law (as applicable)  Collaborate with the 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 [quarterly at minimum], proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating 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.  Irrespective of responsibility, 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, balancing business needs with employee needs, and spending significant time interfacing directly with employees and managers.  Contributes to the overall success of the organization by performing all other duties and responsibilities as assigned by supervisor or designee and being able to pivot with ever-changing priorities and newly added job-related responsibilities that arise based on business changes, needs, and demands.

Qualifications

Bachelor’s degree in Human Resources, Labor Relations or Industrial Relations, Business Administration, Public Administration or related field.

3-5 years of progressive labor/employee relations experience.

Demonstrated experience in  Unionized environments.

Hands-on experience with:  Collective Bargaining Agreement interpretation and administration  Grievance handling and step meetings  Disciplinary review and just cause analysis  Participation in arbitration preparation or hearing