Employee Relations Specialist

Reasors Food Stores; New York (NY); On-site; USD 50,000 - 65,000; Full time

Benefits offered by this job

Annual Time Off Benefits: PTO and sick

Comprehensive medical, vision, dental

403(b) Retirement Plan

Transit Subsidy

Paid Family Leave

Life insurance

Job summary

The Center for Urban Community Services (CUCS) in New York City is seeking an Employee Relations Specialist to join our Human Resources team. This role focuses on workplace investigations, performance and conduct matters, and policy interpretation to support employees and managers.

You will conduct timely, objective investigations, prepare clear interview notes and reports with conclusions, and provide practical recommendations to leadership.

Qualifications

• Bachelor's degree in HR, employee or labor relations, business or public administration, psychology, sociology, or a related field preferred.
• Experience in employee relations, investigations, performance management, or related areas preferred.
• Knowledge of discrimination, harassment, retaliation, and reasonable accommodation laws is desirable.

Responsibilities

• Conduct workplace investigations thoroughly, objectively, and impartially.
• Provide guidance to managers on performance, attendance, conduct, and policy interpretation.
• Prepare clear written investigation notes and reports with findings and recommendations.

Skills

Fact-finding

Interviewing

Policy interpretation

Communication

Education

Bachelor's degree in HR or related field

Job description

• Location 198 E. 121st Street,New York, NY, 10035,United States
• Base Pay $50,000.00 - $65,000.00 / Year
• Employee Type Exempt

Description

The Center for Urban Community Services (CUCS) is a premier human services organization in New York City, dedicated to addressing homelessness, poverty, and mental illness. With an annual operating budget exceeding $100 million, CUCS empowers thousands of individuals each year through integrated housing, health, and social services. Our 700+ employees deliver innovative programs, including supportive housing, medical and mental health care, employment assistance, and professional training for service providers. As a leader in the sector, CUCS is committed to expanding its impact and enhancing its strategies to support its mission of fostering stability and opportunity for the communities we serve.

CUCS is seeking an Employee Relations Specialist to join our Human Resources team. This role is a great opportunity for an HR professional with employee relations experience who is skilled at navigating workplace concerns, conducting fact-finding, and supporting employees and managers through sensitive and complex situations.

The Employee Relations Specialist will play a key role in conducting timely, objective, and thorough workplace investigations involving employee complaints, misconduct, discrimination, harassment, retaliation, and other employment-related concerns. The role will also provide support on performance and conduct matters, corrective action, policy interpretation, and workplace conflict. Working closely with HR colleagues, managers, program leadership, and Legal and Compliance, as appropriate, the Specialist will help promote fair, consistent, and thoughtful employee relations practices across CUCS.

Essential Duties and Responsibilities

• Serve as an HR resource to employees and managers regarding workplace concerns, employee relations matters, performance and conduct issues, and interpretation and application of CUCS policies and procedures.
• Support managers and program leadership in addressing employee relations concerns and, in consultation with HR leadership, help identify appropriate next steps, including coaching, counseling, corrective action, investigation, or further review.
• Provide employee relations guidance and support to managers regarding performance, attendance, conduct, workplace conflict, and other employee concerns, escalating complex or high-risk matters to HR leadership as appropriate.
• Assist with the preparation and review of employee relations documentation, including counseling and corrective-action documentation, to ensure concerns, expectations, and required improvements are clearly and appropriately communicated.
• Support the consistent application of HR policies, practices, and applicable collective bargaining agreement requirements across CUCS programs and departments.
• Partner with other members of the HR team on employee relations matters that intersect with attendance, leaves, accommodations, performance management, and other HR functions.
• Identify recurring employee relations concerns or trends and opportunities for manager guidance, training, policy clarification, or other HR support.
• Conduct workplace investigations assigned by Human Resources and complete them promptly, thoroughly, objectively and impartially.
• Meet with Human Resources and, when appropriate, Legal and Compliance to identify the allegations, relevant policies, investigative scope, witnesses, records, and timetable. Promptly disclose any actual or potential conflict of interest and follow any alternate assignment, reporting, or review arrangement established by CUCS.
• Develop an investigation plan and conduct interviews of complainants, respondents, supervisors, managers, and other witnesses. Explain the investigative process, the prohibition against retaliation, and the limits of confidentiality without promising complete confidentiality.
• Ask neutral and appropriate follow-up questions; test material inconsistencies; and obtain sufficient detail to evaluate the allegations fairly.
• Prepare accurate interview notes and, when appropriate, obtain written or confirmed statements. Collect and review relevant materials made available through authorized channels, including complaints, communications, personnel and disciplinary records, performance documents, time and attendance records, schedules, policies, prior complaints, and other evidence.
• Develop clear timelines and evaluate the information objectively, including witness knowledge, internal consistency, corroborating or contradictory records, comparator information, timing, credibility considerations, and material factual gaps.
• Coordinate with HR Leadership before interviewing a union-represented employee regarding any applicable representation rights or collective bargaining agreement requirements.
• Keep HR Leadership informed of significant developments, including newly raised allegations, possible retaliation, safety concerns, evidence-preservation issues, or matters outside the assigned scope, and promptly report any new allegation of retaliation.
• Prepare a clear written report describing the allegations, investigative steps, witnesses and records considered, material evidence, significant inconsistencies and credibility considerations, unresolved factual questions, and factual findings regarding each allegation under the applicable CUCS policy or investigative standard.
• Provide practical recommendations for consideration by HR leadership, present investigative findings, answer questions, and conduct additional fact-finding when requested. HR leadership may consult with Legal and Compliance as appropriate.
• Maintain complete, organized, accurate, and confidential employee relations and investigation records. Enter and maintain complaints, investigations, case activity, supporting documentation, status updates, outcomes, and other required information in CUCS-designated HR systems and case-tracking tools in a timely manner.
• Monitor assigned employee relations matters and investigations through completion, including tracking deadlines, required follow-up, outstanding documentation, and case status, and provide regular updates to HR leadership as requested.
• When requested, assist HR leadership, Legal and Compliance, or outside counsel with gathering factual information and records related to administrative charges, complaints, litigation, or other employment matters, including providing factual information regarding investigations conducted by the Employee Relations Specialist.
• Provide findings and recommendations to HR leadership regarding employee relations matters and workplace investigations. Final decisions regarding disciplinary action, termination, accommodations, leaves, or other significant employment actions remain with authorized CUCS leadership and Human Resources, in consultation with Legal and Compliance when appropriate.
• Partner with Legal and Compliance, as appropriate, on employee relations matters requiring legal or compliance review. The Employee Relations Specialist does not independently provide legal advice or communicate CUCS's legal position on behalf of the organization.
• Provide administrative and operational support to the Human Resources department, including preparing and organizing employee documentation, maintaining HR records, assisting with data entry and system updates, compiling information and reports, and supporting routine HR processes as assigned.
• Assist with HR projects, audits, reporting, policy and procedure updates, employee communications, training coordination, and other departmental initiatives as needed.
• Provide coverage and support for routine HR functions during periods of increased workload, staff absences, or other operational needs.
• Respond to routine employee and manager inquiries and appropriately route or escalate matters requiring additional HR review.
• Perform other employee relations, investigation-related, and Human Resources duties and assignments consistent with the responsibilities and level of the position, as directed by HR Leadership

Requirements

• Bachelor's degree in human resources, employee or labor relations, business or public administration, psychology, sociology, or a related field preferred. Relevant professional experience may be considered in lieu of a degree.At least two years of relevant experience in human resources, employee relations, workplace investigations, performance management, or a related area.
• Experience supporting employee relations matters such as employee complaints, workplace investigations, performance or conduct concerns, corrective action, workplace conflict, or manager guidance.

Preferred Qualifications

• Formal workplace-investigation training or certification.
• Experience investigating allegations of discrimination, harassment, retaliation, or failure to accommodate.
• Experience partnering with HR leadership, Legal, or employment counsel on complex employee relations matters is a plus.
• Experience working with employment counsel or supporting responses to EEOC, NYSDHR, or NYCCHR matters.
• Experience supporting managers with performance management, corrective action, and other employee relations matters.
• Experience in a nonprofit, social-services, supportive-housing, health care, unionized, or other multi-site organization.

Knowledge, Skills and Abilities

• Demonstrated ability to conduct objective fact-finding, interview employees and managers, assess conflicting information, review relevant documentation, and clearly document findings.
• Demonstrated ability to prepare clear, balanced, and well-supported written investigative reports.
• Working knowledge of federal, New York State, and New York City laws and principles concerning discrimination, harassment, retaliation, reasonable accommodation, protected leave, and whistleblower activity, including Title VII, the ADA, the ADEA, the PWFA, the FMLA, the New York State Human Rights Law, and the New York City Human Rights Law.
• Strong judgment and the ability to remain neutral when investigating disputed, sensitive, or emotionally charged allegations.
• Excellent written and verbal communication, organization, case-management, and time-management skills, including the ability to manage multiple time-sensitive employee relations matters and investigations
• Ability to handle sensitive personnel information with discretion and travel to CUCS programs, sites, and offices throughout New York City when in-person fact-finding is necessary.

Compensation

The salary offered will depend on the candidate’s relevant experience, qualifications, and demonstrated workplace-investigation skills.

Physical Demands

The physical demands described below are generally required to perform the essential functions of this position. Reasonable accommodations may be provided for individuals with disabilities.

• Sit and stand for extended periods of time.
• Walk, bend, reach, grasp, push, pull, and move as necessary to perform routine job responsibilities.
• Lift and move items weighing up to 15 pounds.
• Walk up and down stairs; most agency sites have elevators.
• Work primarily indoors in a standard office environment and operate standard office equipment.
• View and read computer screens and written documents and enter information into computer systems.
• Travel to CUCS programs, sites, and offices throughout New York City, including by public transportation, as needed to conduct investigations, meetings, and other employee relations activities.

Summary

Benefits We Offer:

• Annual Time Off Benefits: 17 days of PTO for new hires, 20 days of PTO after 1 yr of service, 27 days of PTO after 5 yrs of service, 10 Sick days, 3 personal days, 12 paid holidays
• Comprehensive medical, vision, and dental plans
• Employee Assistance Program (EAP)
• 403(b) Retirement Plan
• Pre-tax savings plan (including Flexible Spending Accounts and Commuter Benefit Plan)
• Transit Subsidy
• Paid Family Leave; Short-Term Disability insurance
• Health Savings account
• Life insurance

Additional Information

• EEO CUCS is an EEO Employer and Prohibits Discrimination/Harassment of Any Kind.