Employee Relations Manager

Childrens Rescue Fund•New York, NY

1d•Onsite

About The Position

The Employee Relations Manager serves as a trusted advisor leading and managing all aspects of employee relations ensuring fair, consistent, and legally compliant employee relations practices across the organization. This role supports a positive workplace culture aligned with the organization’s mission and values. The Employee Relations Manager leads investigations, manages conflict resolution, ensures compliance with local, state, and federal employment laws, and partners with management to proactively address employee concerns. The Employee Relations Manager must demonstrate exceptional judgment, confidentiality, and the ability to operate with independence in complex and sensitive situations, while maintaining a consistent commitment to equity, due process, and organizational integrity.

Requirements

Bachelor’s degree in human resources management, business management, or related field is required.
At least six (6) years of direct progressive employee relations experience is required, including at least four (4) years of direct management of employee relations.
Demonstrated experience conducting complex workplace investigations.
Extensive expertise and in-depth understanding in Human Resources processes and policies.
Comprehensive knowledge of employment law and regulatory compliance, risk management, classification, job analysis, job evaluation, development of and application of policies and procedures, management and audit of systems and records, and communications.
Deep understanding of the principles and functionalities of a HRIS system, including the ability to analyze data, manage system configurations, implement new features and leverage the system to optimize processes.
Excellent business judgment and willingness to learn new practice areas.
Proficiency in documenting processes and keeping up with industry trends.
Unquestionable personal integrity, fairness, and credibility, and the ability to gain the trust of employees at all levels.
Must demonstrate an unwavering commitment to professional ethics, discretion, confidentiality in all internal and external interactions and information, and supervising employees and consulting with management.
Acts as a key representative of the organization, consistently exhibiting a polished demeanor, exceptional judgment, and a proactive, solution-oriented approach.
History of proven, measurable results for managing growth and aligning employee relations processes and tools to support designed business priorities with the ability to provide thoughtful, progressive and strategic guidance.
Demonstrated success in a management/leadership role, with a proven ability to lead transformative Human Resources initiatives that align with organizational goals in fast paced, growth-oriented environment.
Expertise in analysis, critical decision making, project management, and process improvement.
Demonstrated ability to understand and work with analytical tools, reports and technology.
Must be highly detail oriented with excellent evaluative and mathematical skills.
High level of experience and comfort working within, or the absence of, an HRIS/applicant tracking system.
High level of computer proficiency in MS Office: Outlook [email system] Word, Excel [with advanced level knowledge], PowerPoint, Adobe, internet navigation, and the ability to learn new technologies and databases.
Communicate effectively and establish trustworthiness throughout the organization with Senior Management, department heads, colleagues, and stakeholders as an effective developer of solutions to business compliance challenges and potential risks.
Ability to act as liaison among a range of internal customers, manage with influence by demonstrating strong communication, relationship management, organizational and analytical skills.
Equal ability to work independently or as part of a multi-functional team in reviewing business and contractual requirements output and adherence to company policy and regulatory directives.
Highly ethically motivated and results-oriented, proven creative problem solver with positive respectful proactiveness.
Strong interpersonal, management, supervisory, and leadership skills with an excellent change management approach.
Excellent time and project management with strong follow-up skills, with the ability to prioritize and manage multiple tasks assigned efficiently.
Superior written and oral communication, organizational, and presentation skills.
Ability to work in a dynamic, rapidly changing environment, adapting to multiple and shifting required priorities and collaborating with a wide range of colleagues to deliver expected results.
Must have incredible initiative, the ability to work well under pressure, and the ability to be flexible and work both independently and as part of a team to complete complex projects in a fast-paced environment.
Must be adept and comfortable with crisis management.
Demonstrated ability to exercise critical thinking, analytical and problem-solving skills as well as resourcefulness.
May be required to work long hours and a varied schedule.
Due to the organization being a 24/7 operation, need to be flexible with availability after hours for urgent calls.
Travelling throughout various locations in the New York City area.
Lifting and moving objects weighing up to 30 pounds several times a week.

Nice To Haves

Master’s degree is strongly preferred.
Professional certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus.
Direct work experience in and knowledge of nonprofit organizational operations and governmental contract knowledge is strongly preferred.
Knowledge of relevant employment laws, including but not limited to labor law covering Equal Employment Opportunity Commission (EEOC), Department of Labor [state and federal], New York Human Rights Law [state and local], Equal Pay Act (EPA), and Americans with Disabilities (ADA) is a plus.
Proven ability to align employee relations strategies with organizational goals.
Non-profit environment experience is a strong plus, to understand and be able to work within budgetary constraints.
A friendly, engaging personality a plus to work with internal departments to research and resolve employee relations challenges.

Responsibilities

Serve as the primary point of contact for employee relations matters, including complaints, workplace conflicts, performance concerns, and disciplinary actions.
Conduct prompt, thorough, and impartial investigations into employee complaints, including allegations of discrimination, harassment, retaliation, misconduct, and policy violations.
Prepare investigation summaries, documentation, and recommended outcomes in compliance with legal and organizational standards.
Partner with management to implement corrective actions and monitor follow‑through.
Ensure organizational compliance with NYC, NYS, and federal labor and employment laws, including but not limited to, NYC Human Rights Law, NYS Labor Law, Paid Safe and Sick Leave Law, Fair Workweek Law (as applicable)
Collaborate with the VP of People & Culture and legal counsel on complex employee relations issues and investigations.
Maintain confidential employee relations records in accordance with best practices and retention requirements.
Develop, review, and update employee relations policies, procedures, and handbooks in alignment with legal requirements and nonprofit best practices.
Ensure consistent application of policies across departments and programs.
Guide managers on progressive discipline, performance management, and corrective action processes.
Coach leaders on managing performance challenges while upholding organizational values and legal obligations.
Design and deliver manager and supervisor training on topics including progressive discipline, workplace investigations, harassment prevention, documentation standards, and legal compliance.
Facilitate mandatory harassment prevention training in compliance with NYS and NYC requirements
Support change management initiatives by addressing employee concerns and reducing workplace risk.
Promote a workplace culture rooted in respect, fairness, accountability, and inclusion.
Partner with the VP of People & Culture to analyze and identify systemic trends in employee relations data and recommend proactive strategies to reduce organizational risk and improve employee engagement and retention.
Facilitate mediation and conflict resolution between employees and/or between employees and management when informal resolution is appropriate.
Manage the voluntary separation process, including exit interviews, separation agreements, and departure documentation.
Mitigate legal risk to the organization through conducting regular audits [quarterly at minimum], proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations.
Exhibit extensive knowledge and ensure compliance with local, state, and federal laws regarding employment practices, organizational policies and procedures.
Collaborate with HR team members on other departmental compliance audits, special projects and initiatives when needed.
Collaborate closely with the HR team, including Recruiters and HR Specialists, to ensure seamless coordination on onboarding, offboarding, and LOA administration.
Irrespective of responsibility, serve as backup support in Human Resources and Recruitment where needed to meet business demands and needs.
Maintain an environment of positive employee relations by maintaining confidentiality, establishing trust and credibility, being approachable and fair, balancing business needs with employee needs, and spending significant time interfacing directly with employees and managers.
Contributes to the overall success of the organization by performing all other duties and responsibilities as assigned by supervisor or designee and being able to pivot with ever-changing priorities and newly added job-related responsibilities that arise based on business changes, needs, and demands.