Senior Employee Relations Specialist

Center for Disability Services•Albany, NY

10d•$80,000 - $86,000

About The Position

The Center for Disability Services is seeking a Senior Employee Relations Specialist to join their Human Resources Team. This role is responsible for managing employee relations matters, conducting workplace investigations, advising leaders and employees on employment policies and practices, and supporting performance management initiatives. The Center for Disability Services has been a provider of programs and services for individuals with disabilities for 80 years, offering innovative and vital services not available elsewhere.

Requirements

Bachelor's degree in Human Resources, Business Administration, Psychology, Public Administration, Organizational Development, or a related field; equivalent combination of education and experience may be considered.
Minimum of five years of progressively responsible Human Resources experience, including employee relations, workplace investigations, conflict resolution, performance management, corrective action administration, and advising leaders on complex employment matters.
Experience conducting workplace investigations and preparing findings and recommendations.
Strong working knowledge of federal and state employment laws and HR best practices

Nice To Haves

Experience in healthcare, higher education, nonprofit, human services, behavioral health, or disability services environments.
Experience independently leading complex workplace investigations.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Responsibilities

Serve as a point of contact for employee relations concerns, workplace issues, and employee complaints.
Collaborate with HR Managers, HR Business Partners, Legal Counsel, and operational leadership to develop and implement strategies for resolving complex employee relations issues and promoting a positive workplace culture.
Partner with managers and supervisors to address employee performance, conduct, attendance, and workplace behavior concerns.
Provide coaching and guidance to managers and supervisors regarding performance management, corrective action, progressive discipline, and employee development.
Facilitate conflict resolution and mediation between employees and management.
Support employee engagement initiatives and contribute to a positive workplace culture.
Maintain professional relationships within the organization built on trust, objectivity, and confidentiality.
Independently manage and conduct employee relations investigations by interviewing employees and witnesses, reviewing documentation, analyzing findings, preparing comprehensive investigation reports, and developing recommendations for corrective action.
Exercise independent judgment throughout the investigative process while ensuring fairness, consistency, and compliance with applicable laws and organizational policies.
Present findings and recommendations to HR leadership and operational management for review and decision-making. Final disciplinary and termination decisions remain subject to established leadership and Human Resources approval processes.
Collaborate with internal stakeholders, including Legal, Compliance, and leadership teams, as appropriate.
Ensure all investigations are handled in accordance with applicable laws, regulations, and organizational policies.
Maintain accurate and confidential investigation files and records.
Partner with department leaders to administer and support performance management programs.
Guide managers through coaching conversations, Performance Improvement Plans (PIP’s), corrective actions, and disciplinary processes.
Support termination decisions and processes to ensure compliance and risk mitigation.
Assist with performance review cycles, training, and annual performance planning initiatives.
Monitor performance-related trends and provide recommendations to improve employee engagement, retention, and effectiveness.
Interpret and apply organizational policies, procedures, collective bargaining agreements (where applicable), and employee handbook provisions consistently and fairly.
Ensure compliance with federal, state, and local employment laws and regulations, including ADA, FMLA, NYS Paid Family Leave, EEO, and related requirements.
Support the development, review, implementation, and communication of HR policies and procedures.
Partner with legal counsel and leadership on complex employee relations matters as needed.
Manage unemployment claims and represent the organization in unemployment hearings, when required.
Develop and facilitate employee and management training related to employee relations, workplace respect, conflict resolution, performance management, and HR best practices.
Support organizational development, change management, and workforce engagement initiatives.
Collaborate with HR leadership on strategic projects and continuous improvement efforts.
Provide education and guidance to leaders regarding effective employee management practices and employment law compliance.
Maintain accurate, organized, and confidential employee relations records, investigation files, and case management documentation.
Manage employee relations cases from intake through resolution, ensuring timely documentation, communication, follow-up, and closure of all matters.
Maintain comprehensive case files in accordance with organizational standards and record retention requirements.
Track, analyze, and report on employee relations trends, investigation outcomes, corrective actions, turnover, exit interview feedback, and other key workforce metrics.
Prepare reports, recommendations, and presentations for HR leadership.
Identify trends, workplace risks, and recurring issues and recommend proactive solutions, training initiatives, policy enhancements, and process improvements to improve the employee experience and reduce organizational risk.