Employee Relations Coordinator

Great Lakes Community Action Partnership; Fremont (OH); On-site; USD 55,000 - 85,000; Full time

Benefits offered by this job

34-hour full-time workweek

Health coverage from day one

Health Savings/ Flexible Savings with

Retirement 403(b) with employer match

Paid time off and holidays

Life insurance and long-term disabled

Employee assistance program

Education assistance and training

Job summary

Great Lakes Community Action Partnership in Fremont, OH seeks an Employee Relations Coordinator to foster a positive, compliant workplace. You will build strong relationships, support performance management, and guide leaders on investigations according to policies and laws.

You will collaborate with management to promote fairness, manage labor relations, and analyze feedback to improve engagement and retention while upholding our values of integrity, collaboration, accountability, respect, and

Qualifications

• Bachelor’s degree in human resources, organizational development, or related field; SHRM-CP or PHR preferred.
• At least 5 years of HR experience in employee relations.
• At least 1 year with collective bargaining agreements.
• Strong knowledge of labor laws and regulations (ADA, FMLA, EEO).

Responsibilities

• Provide coaching and guidance on employee relations and investigations.
• Oversee performance management processes and training.
• Serve as liaison with the collective bargaining unit and monitor labor agreements.
• Ensure compliance with employment laws and organizational policies.
• Analyze surveys and feedback to improve engagement and retention.

Skills

Employee relations

Conflict resolution

Labor laws knowledge

Communication

HR policies

Education

Bachelor’s degree in HR/OD/Business admin

SHRM-CP or PHR preferred

Job description

Location: 127 South Front Street, Fremont, OH 43420

Schedule: Monday - Thursday

Weekly Hours: 34 hours per week

POSITION OVERVIEW

The Employee Relations Coordinator plays a critical role in creating a positive, respectful, and compliant workplace by building strong relationships with employees and leaders across the organization. This role enhances the employee experience by promoting GLCAP's core values and ensuring the consistent and fair application of organizational policies and employment practices.

The Employee Relations Coordinator collaborates with leaders and employees to address workplace concerns, conduct workplace investigations, and support effective performance management practices. As a trusted advisor, the role provides coaching, consultation, and guidance on employee relations matters, helping leaders navigate challenges and maintain compliance with applicable employment laws, regulations, and collective bargaining agreements.

Using data, employee feedback, and workplace trends, the Employee Relations Coordinator helps identify opportunities to strengthen engagement, improve retention, enhance organizational effectiveness, and promote a culture of continuous improvement. Through a commitment to fairness, consistency, and relationship-building, this role supports GLCAP's mission and advances its core values of Integrity, Collaboration, Accountability, Respect, and Adaptability.

WHY WORK FOR GLCAP?

When you work for Great Lakes Community Action Partnership (GLCAP), you are part of a non-profit organization that helps individuals, families, and communities thrive. We are driven by integrity, collaboration, accountability, respect, and adaptability—the values that fuel our passion for making a difference in the lives of the people we serve. If you are looking for meaningful work where you make an impact every day, you will find it here at GLCAP.

BENEFITS AND PERKS:

• Work-Life Balance: 34-hour full-time workweek with three-day weekends
• Health Coverage: Medical, dental, and vision insurance available from day one
• Health Savings: Health Savings and Flexible Savings Accounts with employer contributions
• Retirement: 403(b) plan with 4% employer match plus a 3% employer contribution
• Paid Time Off: Up to 6 weeks of combined vacation, personal, and sick leave accrued per year
• Paid Holidays: 12 observed holidays per year
• Income Protection: Life insurance and long-term disability insurance
• Employee Support: Employee Assistance Program and wellness incentives
• Professional Development: Education assistance and training opportunities

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Performance Management

• Provide support and guide managers with performance counseling and assist in the performance management processes, including coaching, progressive disciplinary action, performance improvement plans, and terminations.
• Provide oversight and lead training efforts for the performance evaluation process and system.

Employee Relations & Conflict Resolution

• Develop and implement proactive employee relations programs that promote the GLCAP core values that reinforce a positive and inclusive culture.
• Act as the primary point of contact for workplace issues and investigations, dispute mediation, grievance administration, and guide management on disciplinary actions.
• Facilitate communication between employees and management and serve as a trusted resource for employees and managers in resolving workplace concerns fairly and consistently.

Labor Relations Management

• Serve as liaison between the organization and collective bargaining unit, ensuring effective communication and collaboration on labor-related matters.
• Participate in collective bargaining agreements and labor contract negotiations.
• Monitor and interpret labor laws, regulations, and union agreements to ensure compliance.
• Provide guidance and training to managers on effective labor relations practices.

Compliance & Risk Management

• Stay informed about employment laws and regulations to ensure organizational compliance.
• Interpret organizational policies and ensure adherence to federal, state, and local labor laws.
• Assist in the development, implementation, and communication of HR policies and procedures.
• Maintain accurate and confidential records of employee relations cases.

Engagement & Culture:

• Collaborate with management to conduct and analyze employee surveys and feedback.
• Facilitate regular listening sessions across departments to gather employee input, identify concerns, and foster open communication.
• Partner with the HR team and management to develop and execute retention strategies that address turnover trends and enhance the employee experience.
• Prepare reports on employee relations, metrics, and trends for management review.

QUALIFICATIONS:

Education:

Bachelor’s degree in human resources, organizational development, business administration, or related field. SHRM-CP or PHR is preferred.

Experience:

Minimum of 5 years of experience in Human Resources with progressive responsibility specifically in handling complex employee relations, conflict resolution and in interpreting employment laws and regulations. Minimum of 1 year of experience with collective bargaining agreements. Strong understanding of labor laws, ADA, PFWA, FMLA, and EEO regulations.

ADDITIONAL REQUIREMENTS:

• Ability to travel locally up to 25% of the time to support business and operational needs.
• Initial Motor Vehicle Records checks and maintain a valid driver’s license and driving record.
• Must have insured, dependable transportation available for daily use.
• Must submit to initial and/or periodic state/federal criminal checks.
• Must submit to initial drug and alcohol testing.
• Ability to be reached by cellular phone during business hours and after hours.

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