Employee Relations & Ethics Partner

BluSky Restoration Contractors, LLC•Centennial, CO

5d•$85,000 - $100,000•Hybrid

About The Position

BluSky is looking for an experienced Employee Relations & Ethics Partner to own workplace investigations across our national footprint. This is an investigations, compliance, and ethics role, with investigations at its center. You will serve as lead investigator and primary point of contact on every matter you take, from first report through written findings and recommended outcome, working both remotely and on-site at branch, warehouse, and active project locations. The portfolio is broad, spanning harassment and discrimination complaints, ethics and Code of Conduct concerns, policy violations, and other workplace misconduct. You will partner closely with HR Business Partners, operations leaders, and Legal, and you will be expected to reach defensible conclusions and state them plainly. Between cases, you will strengthen the controls that prevent these matters from recurring, administer our ethics hotline and conflict-of-interest register, and ensure BluSky meets its harassment-prevention and related compliance obligations. This is a senior individual contributor role for someone who works independently, moves quickly, and leaves behind a file that holds up.

Requirements

Demonstrated ability to run complex, sensitive investigations independently and reach conclusions that hold up to outside scrutiny.
Range across protected-class complaints as well as misconduct, financial integrity, and policy violation matters.
Advanced interviewing and fact-finding skill, with sound credibility assessment.
Comfort working with data in Excel to spot anomalies and corroborate or disprove an allegation.
Clear, concise writing under time constraints.
Working knowledge of Title VII, ADA, ADEA, FMLA, FLSA, and state harassment, retaliation, and leave requirements.
Sound judgment and the ability to stay impartial under pressure from either side of a matter.
Credibility with operators, and the ability to influence leaders without authority over them.
Strong prioritization across a high-volume, unpredictable caseload.
Discretion and integrity handling confidential information about employees at every level, including executives.
Willingness to travel to field locations and comfort in construction and restoration work environments.
Five or more years in employee relations, HR, compliance, or corporate investigations
At least four years of hands-on experience conducting workplace investigations
Bachelor's degree in Human Resources, Business, Legal Studies, or a related field, or equivalent practical experience.
Multi-state experience required.

Nice To Haves

Massachusetts, California, and Washington State employment law experience strongly preferred.
Construction, restoration, skilled trades, or another distributed, non-office workforce preferred.
Experience administering an ethics hotline or conflict of interest program preferred.
AWI-CH, CFE, SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.

Responsibilities

Serve as lead investigator and primary point of contact for assigned matters, from intake and investigation plan through written findings and recommended outcome.
Independently manage a broad portfolio of investigations, including harassment, discrimination, retaliation, hostile work environment, ethics and Code of Conduct concerns, policy violations, misuse of company assets, and other workplace misconduct.
Conduct interviews remotely and in person, including with reluctant or hostile witnesses and on matters raised anonymously.
Analyze information from multiple sources, including financial, timekeeping, and system records, to corroborate facts, identify patterns, and establish a defensible timeline.
Assess credibility, weigh conflicting accounts, and reach well-supported conclusions.
Determine interim measures during an open matter, preserve evidence, and maintain a complete, auditable case file.
Prepare clear, concise investigative reports and executive summaries with supported conclusions and practical recommendations.
Communicate outcomes to the appropriate parties and track agreed corrective actions through to closure.
Coordinate with Legal and escalate executive-level, litigation-exposed, and agency matters to the Senior Director.
Administer BluSky's anonymous ethics hotline, including intake, triage, investigation, closure documentation, and program promotion.
Administer the conflict-of-interest disclosure register: intake, initial review, escalation of potentially material conflicts, and documented resolution of each disclosure.
Report case volume, cycle time, and outcome trends, and identify patterns in leaders, locations, and issue types that warrant intervention.
Design and implement internal controls that reduce risk and support consistent practice, including approval thresholds, documentation standards, and monitoring routines, in partnership with the function that owns the process.
Confirm that BluSky meets state harassment prevention training requirements, track completion, and close gaps. Learning & Development owns curriculum and delivery.
Maintain the employee handbook and corporate conduct policies, drafting revisions for Senior Director and legal review.
Support recurring HR compliance audits, including wage and hour, employment eligibility, and document retention reviews, where a finding becomes a case or drives a control change.
Develop and deliver employee relations training for managers and HR Business Partners on documentation standards, escalation expectations, and participation in investigations.
Maintain current knowledge of federal, state, and local employment law developments and bring the practical implications back to the business.
Review proposed terminations that meet defined risk triggers and concur, condition, or document disagreement within 24 hours.
Advise HR Business Partners and leaders on documentation sufficiency, timing, and consistency before an employment action is taken.
Support reductions in force and position eliminations with selection criteria review and adverse impact analysis.
Support EEOC and state agency charge responses with fact development and position statement input.