Employee Relations, Anti-Harassment (Part-Time)

Business Management Associates, Inc.•Washington, DC

46d•Remote

About The Position

The Employee Relations / Anti-Harassment Specialist serves as a trusted advisor and subject matter expert responsible for administering employee relations programs, workplace conduct investigations, and anti-harassment initiatives in support of organizational compliance, employee engagement, and a respectful workplace culture. This role ensures adherence to federal employment regulations, agency policies, equal employment opportunity (EEO) standards, and workplace conduct expectations. The incumbent partners with HR leadership, legal counsel, management, labor relations, and compliance stakeholders to address employee concerns, investigate allegations of harassment or misconduct, mitigate organizational risk, and foster a safe, inclusive, and accountable work environment.

Requirements

Bachelor's degree in Human Resources, Business Administration, Public Administration, Industrial/Organizational Psychology, or related field.
5+ years of progressive employee relations, workplace investigations, human resources, or labor relations experience.
Demonstrated experience conducting workplace misconduct and anti-harassment investigations.
Strong knowledge of: Title VII, ADA, ADEA, FMLA, Federal employment regulations, EEO principles, Workplace investigation methodology.
Experience preparing formal investigative reports and executive-level case summaries.
Exceptional interviewing, documentation, analytical, and conflict resolution skills.
Ability to handle highly sensitive and confidential matters with discretion.

Nice To Haves

Prior federal agency or government contractor experience.
Experience supporting anti-harassment programs in regulated environments.
Knowledge of federal employee relations frameworks and administrative processes.
SHRM-CP, SHRM-SCP, PHR, SPHR, or workplace investigation certification.
Familiarity with collective bargaining/labor relations environments.
Experience working with security-sensitive or highly regulated organizations.

Responsibilities

Serve as primary point of contact for employee relations matters, including workplace conflict, performance concerns, conduct issues, policy interpretation, and disciplinary actions.
Provide guidance and coaching to managers and employees on employee relations best practices, corrective action, workplace expectations, and conflict resolution strategies.
Conduct intake assessments related to employee complaints, workplace disputes, retaliation concerns, interpersonal conflicts, and policy violations.
Partner with leadership to proactively identify workforce risks, organizational climate concerns, and emerging employee relations trends.
Support performance management processes, including documentation review, performance improvement plans (PIPs), counseling memoranda, and disciplinary recommendations.
Maintain confidential employee relations records and case documentation in accordance with agency and federal recordkeeping requirements.
Administer anti-harassment program activities, ensuring compliance with agency policy, federal anti-harassment requirements, and workplace conduct regulations.
Conduct prompt, impartial, and thorough investigations involving allegations of: Harassment, Sexual harassment, Hostile work environment, Workplace bullying, Retaliation, Discrimination-related workplace conduct concerns, Employee misconduct.
Interview complainants, witnesses, and accused employees; collect documentation; assess credibility; analyze findings; and prepare formal investigative reports.
Develop investigation summaries, recommendations, and risk mitigation strategies for leadership and legal stakeholders.
Coordinate with EEO, Office of General Counsel, Labor Relations, Security, and agency leadership as appropriate.
Track case status, response timelines, outcomes, and compliance metrics.
Interpret and apply: Federal employment laws, Agency employee conduct policies, Anti-harassment procedures, EEO guidance, Merit Systems Principles, Whistleblower protections, Federal labor relations frameworks (as applicable).
Ensure consistent application of policies across the workforce.
Identify compliance gaps and recommend policy or procedural enhancements.
Assist with audits, reporting requirements, compliance reviews, and internal controls related to workplace conduct programs.
Design, coordinate, or facilitate employee and manager training on: Anti-harassment, Respectful workplace expectations, Bystander intervention, Workplace civility, Employee conduct standards, Retaliation awareness, Complaint reporting procedures.
Support culture-building initiatives focused on accountability, inclusion, and psychological safety.
Analyze workplace trends and recommend preventative employee relations interventions.
Partner with: Human Resources, EEO/DEIA teams, Legal counsel, Labor Relations, Security, Ethics/Compliance, Executive leadership.
Provide strategic consultation on sensitive workforce matters.
Support agency leadership in mitigating employee relations and reputational risk.