Employee Relations Specialist

E2 Optics; Columbus, New Albany (OH, OH); On-site; USD 65,000 - 95,000; Full time

Benefits offered by this job

Health insurance

Paid time off and holidays

BICSI training facilities

Job summary

E2 Optics is seeking an experienced Employee Relations Investigator to join our HR team in Columbus, OH. You will conduct complex workplace investigations, interview stakeholders, and prepare objective findings with clear recommendations for HR leadership.

The role requires strong interviewing, documentation, and analytical skills, with a focus on neutrality and compliance across multi-location operations. Competitive pay and benefits are offered to support growth and retention.

Qualifications

• Experience conducting complex workplace investigations.
• Strong knowledge of employee relations practices and laws.
• Ability to handle highly confidential information with neutrality.

Responsibilities

• Lead complex workplace investigations with timeliness and thoroughness.
• Interview complainants, respondents, witnesses, and managers.
• Review evidence, documents, and communications for objective findings.
• Prepare investigation summaries and recommendations for HR leadership.
• Maintain confidential case notes and trackers.
• Escalate to HR leadership or Legal when needed.
• Provide guidance on disciplinary actions and policy applications.

Skills

Complex investigations

Employee relations

Interpersonal communication

Interviewing

Case management

Confidentiality

Regulatory knowledge

Neutral/objective judgment

Multi-location collaboration

Education

High School Diploma or GED

Bachelor's in HR/Business/related

Tools

ER case management systems

HRIS

Job description

Why E2 Optics?

Advance Your Career with E2 Optics

Are you ready to elevate your career with an award-winning, Woman-Owned technology integrator that's leading the charge in the data center revolution? E2 Optics is one of the fastest-growing and most stable companies at the core of the tech industry—powering the infrastructure behind AI, cloud computing, and the innovations of tomorrow.

At E2 Optics, you will work with cutting-edge systems in some of the most advanced environments in the world. We invest in your growth through hands-on experience, industry certifications, and leadership opportunities that put you in charge of teams and outcomes. Collaboration is in our DNA—we believe in lifting each other up, mentoring with purpose, and celebrating every win.

If you’re looking to be part of something meaningful, fast-moving, and future-focused, your next opportunity is here. Join one of America’s largest and fastest-growing tech integrators and help us shape what’s next.

What You'll Do

• Safety is E2 Optics' number one Core Value.All employees are expected to follow safe work practices, as well as adhere to company and client worksite safety policies and procedures.
• Leadtimely, thorough, and impartial investigations involving harassment, discrimination, retaliation, workplace conduct, policy violations, ethics concerns, bullying, threats, and other serious employee complaints.
• Determineinvestigation scope and plans; interview complainants, respondents, witnesses, managers, and other relevant individuals.
• Review documentation, electronic communications, policies, records, and other relevant evidence.
• Maintain clear, organized, and confidential investigation notes and case documentation.
• Evaluate evidence and prepare objective findings, investigation summaries, and recommendations for HR leadership.
• Ensure investigations are handled consistently andin accordance withcompany policy and applicable employment laws.
• Escalate matters to HR leadership, Safety, or otherappropriate partnerswhen necessary and supportappropriate communicationand follow-upregardingoutcomes.
• Serve as an escalation and consultation resource for HR Generalists and leadership on complex, sensitive, or higher-risk employee relations matters.
• Helpdeterminewhether concerns require coaching, informal resolution, formal investigation, corrective action, or escalation.
• Provide guidance on final written warnings, suspensions, termination recommendations, and significant employment actions whenappropriate.
• Advise HR partners on documentation, policy application, consistency, past practice, and potential risk.
• Provide guidance on corrective actions resulting from workplace investigations.
• Support matters involving harassment, discrimination, retaliation,ethicsconcerns, significant misconduct, workplace conflict, or other elevated-risk issues.
• Partner with HR leadership and Legal on significant employee relations, compliance, or legal risks.
• Identify inconsistencies in disciplinary practices and recommend appropriate action.
• Support sensitive employee conversations whenappropriate.
• Own andmaintainthe Employee Relations case management process and case tracker, ensuring complaints, investigations, significant ER matters, outcomes, and supporting documentation are accurately recorded through resolution.
• Monitor open investigations and case timelines to ensuretimelyfollow-up and closure.
• Establish consistent investigation and case documentation standards whilemaintainingappropriate confidentialityand access controls.
• Track and analyze key ER metrics, including complaint and investigation volume, investigation findings, harassment/discrimination/retaliation allegations, significant conduct or policy violations, repeat employee or leadership concerns, location and department trends, closure time, and recurring issues.
• Identifypatterns that mayindicateleadership, culture, compliance, or organizational concerns.
• Develop regular ER reporting for HR leadership highlighting trends, areas of risk, and recommended actions.
• Recommend targeted HR support, leadership coaching, training, policy clarification, or other interventions based onidentifiedtrends.
• Partner with HR leadership and HR Generalists on action plans and monitor results todeterminewhether interventions are improving outcomes.
• Support audits and reviews of ER practices and documentation andassistwith improving investigation procedures, templates, case management tools, and ER guidelines.
• Coach HR team members on investigation practices, interviewing techniques, documentation, risk identification, andappropriate escalation.
• Develop and provide training and resources for HR and managers oninvestigationfundamentals, harassment, discrimination, retaliation, preventing retaliation, documentation, complaint recognition, policy application, andappropriate escalation.
• Strengthen HR Generalist capability to effectively manage routine employee relations matters within the business.
• Use ER and investigation trends to recommend targeted training or coaching for specific locations, teams, or leaders.
• Stay current on employment laws, regulatory requirements, and EmployeeRelationsbest practices.

What We Are Looking For

• High School Diploma or GED required.
• Bachelor's degree in Human Resources, Business Administration, Employee Relations, or related field preferred.
• 3–5+ years of progressive Human Resources or Employee Relations experience.
• Demonstrated experience conducting complex workplace investigations.
• Strong knowledge of employee relations practices and workplace investigation principles.
• Working knowledge of federal and state employment laws, including EEO, ADA, FMLA, Title VII, and anti-retaliation requirements.
• Experience with ER case management, tracking, and reporting.
• Experience supporting a multi-location and/or field-based workforce preferred.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or workplace investigation certification/training is a plus.
• Strong investigative, interviewing, analytical, and case-management skills.
• Excellent judgment with the ability to remain neutral and objective.
• Ability to assess employee relations, compliance, and organizational risk.
• Strong written documentation andinvestigationreport-writingskills.
• Ability to handle highly confidential and sensitive information.
• Abilitytoidentifymeaningful patterns and trends and translate them into actionable recommendations.
• Ability to manage multiple complex investigations and ER matters simultaneously.
• Strong interpersonal and communication skills with hourly employees, managers, senior leaders, and HR professionals.
• Ability to navigate challenging conversations and provide consultation without unnecessarily taking ownership away from HR business partners.
• Ability to distinguish routine employee relations matters from issues requiring formal investigation or escalation.
• Timeliness, thoroughness, and quality of workplace investigations and documentation.
• Timely closure andaccuratetracking of ER cases.
• Consistency and quality of investigation findings and recommendations.
• Identification and escalation of emerging employee relations, leadership, culture, and compliance risks.
• Reduction in repeat or recurring ER issues.
• Effectiveness of interventions implemented in response toidentifiedtrends.
• Quality of consultation and partnership with HR Generalists, leadership, Legal, Compliance, and Safety.
• Increased HR and manager capability in handling employee relations matters appropriately.

What We Offer

• Competitive pay
• Opportunities for professional development and career growth.
• BICSI training facilities
• A supportive and inclusive work environment.
• Health, dental, and vision insurance.
• Paid time off and holidays.

Work Environment and Physical Demands

The standard work environment for this position is an indoors business office and construction environment. The noise level in the work environment is usually moderate. This role requires sitting, use of hands and arms, verbal communication, and occasional physical movement such as stooping or kneeling. The employee is frequently required to stand and walk. The employee must regularly lift and/or move up to 40 pounds and frequently lift and/or move up to 25 pounds. The employee must regularly carry and climb ladders to 20 feet. Must be able to operate equipment such as scissor lifts, telehandlers, boom lifts, and UTVs (buggies) if required to do so. The employee may also be required to work in tight and confined spaces. The physical demands described here are representative of those that must be met to successfully perform the essential functions of this job. When possible, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Disclaimer

The above job definition information has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. Job duties and responsibilities are subject to change based on changing business needs and conditions.