Employee Relations Specialist (Hybrid) (3904)

The Employee Relations Specialist is responsible for conducting workplace investigations, providing guidance on complex employee issues, and overseeing various employee relations initiatives. This role works closely with HR leadership, legal teams, and business managers to ensure a fair and balanced approach to employee relations primarily within our Secure Detention programs. The specialist will also be responsible for delivering ER training and managing exit interviews. 

Job Responsibilities

• Conduct workplace investigations into claims of inappropriate behavior and conduct, ensuring a fair and balanced approach.
• Investigate concerns and complaints raised by employees, providing updates and remediation plans to HR leadership and business managers.
• Provide pragmatic and timely advice to stakeholders regarding underperforming employees, which could result in disciplinary action.
• Work closely with HR leadership and legal teams to understand business plans and employee relations challenges.
• Create and deliver employee relations training in coordination with control partners, focusing on prevention.
• Oversee various projects and initiatives, including new employment legislation, updates to employee relations policies, and management of wellbeing initiatives.
• Participate in the creation and delivery of employee relations metrics to various stakeholders.
• Manage reporting related to the HRIS and Performance Management System.
• Conduct exit interviews and provide regular reporting as required for stakeholders.
• Provide guidance and support to managers on how to best coach employees through complex employee issues.
• Oversee projects and initiatives related to employee relations, retention, and employee satisfaction.
• Communicate HR policies and procedures across the agency.
• Lead focus groups to collect data regarding different stages of employment.

Job Requirements

• Bachelor’s degree in Human Resources, Business, or a related field required.
• Professional in Human Resources (PHR) certification or SHRM Certified Professional (SHRM-CP) preferred.
• 3–5 years of Human Resources experience, with knowledge of employment law, HRIS programs, and reporting systems required.
• Proficiency in Microsoft Office applications, including Excel, Word, Teams, and PowerPoint.
• Excellent verbal and written communication skills.
• Strong interpersonal and customer service skills.
• Exceptional organizational skills and attention to detail.
• Effective time management skills with a proven ability to meet deadlines.
• Ability to work well in a fast-paced and sometimes stressful environment.
• Must have a valid driver’s license with an acceptable driving history per agency standards, and a reliable vehicle. Travel is required. 
• Ability to coordinate and plan travel efficiently for visits and appointments at the Valhalla program site as well as occasional travel to Albany, NY. 

Together for Youth is an equal opportunity employer and does not discriminate on the basis of age, race, creed, color, national origin, sexual orientation, military status, sex, pregnancy, gender identity or expression, disability, marital status, or any other basis covered by appropriate law. 

We are committed to fostering an inclusive, equitable, and accessible environment where diversity is valued and recognized as a source of strength and enrichment. We seek to attract talented people from a diverse range of backgrounds and cultures. 

As a federal contractor, Together for Youth will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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