Overview The Employee Relations Specialist serves as a trusted advisor, leading and managing all aspects ofemployee relations ensuring fair, consistent, and legally compliant employee relations practices acrossthe organization. This role supports a positive workplace culture aligned with the organization's missionand values. The Employee Relations Specialist leads investigations, manages conflict resolution, ensurescompliance with local, state, and federal employment laws, and partners with management to proactivelyaddress employee concerns.

The Employee Relations Specialist must demonstrate exceptional judgment, confidentiality, and theability to operate with independence in complex and sensitive situations, while maintaining a consistentcommitment to equity, due process, and organizational integrity. Responsibilities

• Serve as the primary point of contact for employee relations matters, includingcomplaints, workplace conflicts, performance concerns, and disciplinary actions.
• Conduct prompt, thorough, and impartial investigations into employeecomplaints, including allegations of discrimination, harassment, retaliation,misconduct, and policy violations.
• Prepare investigation summaries, documentation, and recommended outcomesin compliance with legal and organizational standards.
• Partner with management to implement corrective actions and monitor followthrough.
• Ensure organizational compliance with NYC, NYS, and federal labor andemployment 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 HR leadership and outside counsel on complex employeerelations issues and investigations.
• Maintain confidential employee relations records in accordance with bestpractices and retention requirements.
• Ensure consistent application of policies across departments and programs.
• Guide managers on progressive discipline, performance management, andcorrective action processes.
• Coach leaders on managing performance challenges while upholdingorganizational values and legal obligations.
• Design and deliver manager and supervisor training on topics includingprogressive discipline, workplace investigations, harassment prevention,documentation standards, and legal compliance.
• Support change management initiatives by addressing employee concerns andreducing workplace risk.
• Promote a workplace culture rooted in respect, fairness, accountability, andinclusion.
• Facilitate mediation and conflict resolution between employees and/or betweenemployees and management when informal resolution is appropriate.
• Manage the voluntary separation process, including exit interviews, separationagreements, and departure documentation.
• Mitigate legal risk to the organization through conducting regular audits[quarterly at minimum], proactive training and education, clear systems andprocesses for managing conflicts with and between employees, handling andinvestigating complaints of harassment/discrimination and other unjust practiceallegations.
• Exhibit extensive knowledge and ensure compliance with local, state, and federallaws regarding employment practices, organizational policies and procedures.
• Collaborate with HR team members on other departmental compliance audits,special projects and initiatives when needed.
• Irrespective of responsibility, serve as backup support in Human Resources whereneeded to meet business demands and needs.
• Maintain an environment of positive employee relations by maintainingconfidentiality, establishing trust and credibility, being approachable and fair, Qualifications Bachelor's degree in Human Resources, Labor Relations or IndustrialRelations, Business Administration, Public Administration or related field, required.

Master's in Labor Relations, HR Management, HealthcareAdministration, or JD, preferred. 3-5 years of progressive labor/employee relations experience, required.

Demonstrated experience in:

• Healthcare or hospital systems (strongly preferred) Hands-on experience with: (required)
• Collective Bargaining Agreement interpretation and (required)administration
• Grievance handling and step meetings (required)
• Disciplinary review and just cause analysis (required)
• Participation in arbitration preparation or hearings (required)
• Basic computer skills including Microsoft Office (required)
• Excellent verbal and written communication (required)
• Must be able to work in a high-volume team environment (required)
• Detailed oriented (required)
• Strong working knowledge of Federal and state labor laws (e.

g. NLRA,FLSA, ADA, Title VII) (Required)