E26/27 Employee Relations Specialist (Human Resources)

Arlington Public Schools•Arlington, VA

8d•Onsite

About The Position

Human Resources announces an opening for (1.0) Employee Relations Specialist with the Department of Human Resources. This is a full-time, in-person, Grade E-13 position. The Employee Relations Specialist performs high-level, professional employee relations (ER) with the purpose to ensure fair, accurate, and legally sound resolution of workplace issues and to strengthen a positive, equitable, and compliant work environment across Arlington Public Schools (APS). The position achieves this objective by conducting and managing complex workplace investigations; reaching defensible conclusions; and making recommendations that support and influence personnel decisions. The ER Specialist provides expert guidance to administrators and supervisors on performance management, conflict resolution, disciplinary actions, and adherence to employment laws, APS policies, and collective bargaining provisions. The Specialist’s work product has significant impact districtwide, as properly performed investigations, analyses, and recommendations reduce organizational risk, support consistent application of policy, and improve workplace climate and leadership capacity. In addition to casework, the role contributes strategically by analyzing ER data, unemployment, corrective and disciplinary actions, recommendations for disciplinary actions, AWOL, Child protective Services/Police joint investigations, supporting reasonable suspicion monitoring, background investigations, monitoring attendance plans, reviewing bus accidents, attending labor relations hearings to defend disciplinary actions, identifying systemic trends, recommending resolutions, developing and delivering proactive training, and supporting ADA-related considerations to ensure equitable access and compliance.

Requirements

Expert knowledge of employment laws and regulatory frameworks, including federal and state requirements (ADA, Title VII, FLSA, and related statutes), as well as APS policies, PIPs, collective bargaining provisions, and employment contract language.
Advanced investigative competency, including mastery of investigative methodologies, fact-finding techniques, interview protocols, credibility assessments, and the ability to produce clear, well-reasoned, defensible written findings and reports.
Comprehensive understanding of background investigation protocols, including reviewing arrest notifications, RAP sheets, CPS findings, and police reports, and assessing the employment implications related to safety, licensure, and job duties.
Expertise in managing AWOL, job abandonment, and failure-to-report cases, including assessing timelines, advising supervisors on required documentation, and determining appropriate employment outcomes.
Thorough understanding of unemployment insurance processes, including the ability to prepare agency responses, compile supporting documentation, and represent APS during unemployment hearings with clear articulation of case facts and policy alignment.
Strong ability to interpret and apply mandatory reporting laws, including identifying when concerns must be escalated to Child Protective Services or law enforcement, and advising administrators on immediate steps to ensure student and workplace safety.
Knowledge of reasonable suspicion procedures and drug and alcohol testing standards, including advising supervisors, coordinating required steps, documenting observations, and ensuring compliance with APS policy.
Strong performance management and accountability expertise, including evaluation systems, progressive discipline, documentation standards, and the ability to coach supervisors on effective decision-making and compliance with policies and legal requirements.
Proficiency with HRIS, case-management platforms, and data analytics, including maintaining accurate records, preparing data-driven reports, identifying trends, and clearly presenting complex information to stakeholders.
High-level interpersonal and communication skills, including delivering professional development and workplace-relations training, building relationships, exercising diplomacy, and demonstrating cultural competence and equity-focused judgment.
Ability to operate with neutrality, confidentiality, and discretion, handling highly sensitive employee information, interpreting complex laws and policies, and maintaining professional objectivity in contentious situations.
Strong organizational and problem-solving abilities, including managing multiple priorities in a fast-paced environment, adapting to evolving circumstances, and applying sound professional judgment in ambiguous or complex cases.
A bachelor’s degree in human resources, business administration, social science, public administration, organizational development, or a closely related field, required.
A minimum of four (4) years of progressively responsible experience in Human Resources with a focus on employee relations, workplace or administrative investigations, performance management, or policy/procedures required.
At least two (2) years of experience conducting workplace investigations and delivering ER-related training required.

Nice To Haves

Professional HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP, IPMA-CP, or equivalent) preferred.

Responsibilities

Conducts comprehensive, timely, and impartial investigations into employee misconduct, discrimination/harassment, retaliation, workplace climate concerns, and other policy-related violations.
Reviews arrest notifications, RAP sheets, CPS findings, and police reports, and determines appropriate employment or safety actions.
Manages AWOL, job abandonment, and failure-to-report cases, advising supervisors on required documentation and next steps.
Prepares unemployment responses, gathers supporting records, and represents APS at unemployment hearings.
Guides administrators on mandatory reporting laws and ensures timely coordination with CPS or law enforcement when required.
Advises supervisors on reasonable suspicion procedures, including documentation, testing steps, and employee removal when needed.
Reviews bus accident reports and VARC findings, consults with Transportation leadership, and determines appropriate corrective or disciplinary action based on the employee’s driving history and APS policy.
Reviews medical concerns affecting an employee’s ability to work, consults with appropriate HR offices, and recommends fitness for duty evaluations when safety, performance, or behavioral indicators warrant assessment.
Interviews witnesses; reviews evidence; prepares clear, analytical investigative reports with findings and recommended actions.
Ensures professional recordkeeping, confidentiality, and adherence to APS standards, response timelines, and legal requirements.
Manages a caseload using HR information systems and case-management software; maintains accurate logs and dashboards.
Advises supervisors and administrators on performance management, documentation, evaluation systems, corrective action, and progressive discipline.
Serves as a subject matter expert for performance evaluation frameworks, ensuring alignment between evaluation outcomes, documentation, and subsequent HR actions.
Provides early intervention support, coaching, and guidance related to workplace conflicts, interpersonal concerns, and employee performance.
Designs, delivers, and evaluates training on employee relations topics including respectful workplace practices, performance management, corrective action, policy compliance, investigations, documentation standards, and equity-minded leadership.
Supports annual training plans and contributes to the development of guidance materials for administrators and staff.
Assists in the review, interpretation, and PIPs, and provisions.
Conducts research on evolving employment laws, collective bargaining language, and HR best practices to recommend policy improvements.
Facilitates workplace accommodation processes by reviewing requests, participating in the ADA interactive process, and ensuring that all employee relations actions and decisions align with ADA requirements and are fully integrated into ER considerations.
Prepares responses to the Equal Employment Opportunity Commission (EEOC), Office for Civil Rights VHRC, and other regulatory bodies.
Coordinates with legal counsel as necessary for complex or high-risk cases.
Ensures consistent application of APS policies, legal guidelines, and negotiated agreements.
Collects, analyzes, and reports ER data to identify trends, patterns, and systemic needs.
Develops dashboards, summaries, and recommendations for HR leadership regarding discipline, grievances, investigations, exit interviews, and workplace climate concerns.
Utilizes data to inform training, policy adjustments, and proactive interventions.