Human Resources Manager - Employee Relations

Make the Road States (MRstates) is the national home for the second-generation Make the Road family of organizations in Connecticut, New Jersey, Pennsylvania and Nevada, this in addition to New York, that serves to uplift the voices of working-class, immigrants, women, LGBTQIA people, and people of color across the Make the Roads umbrella. From an operational spectrum it serves as the Finance and Human Resources Compliance Officers for the umbrella at large.

Each Make the Road organization has become a leader in their respective state on issues like immigration, education, and economic justice. Collectively, we represent over 50,000 members and reach thousands more through our actions, services, and policy impact. We work through a shared model and collaborate closely on campaigns, leadership development, fundraising, financial and Human Resources management.

Our Human Resources Department is a fast-paced department responsible for managing a full umbrella of Human Resources services to the more than 350 employees that are designated across 5 offices in New York State and in 4 other states within the USA. Our commitment is to make employees feel that they are one of our main priorities as they engage in the important mission of the Make the Road family of organizations.

The ideal candidate is an experienced HR professional who enjoys partnering with managers, navigating employee relations matters, conducting workplace investigations, and helping create a fair, consistent, and values-driven workplace. This is a hands-on role focused on execution rather than strategy. The HR Manager will support supervisors, coordinate employee relations matters, administer day-to-day labor processes, and partner closely with the Director of People & Culture.

Key responsibilities include, but are not limited to, the following:

• Serve as a day to day HR resource for supervisors and managers on employee relations matters.
• Support supervisors on addressing performance concerns, workplace issues, attendance, feedback and corrective action.
• Support the development and review of performance improvement plans, written warnings, and related employee documentation. .
• Coordinate follow up on employee relations matters to ensure timely next steps and resolution.
• Identify recurring trends and recommend practical improvements to manager support and workplace practices.

• Support day-to-day administration of Make the Road Collective Bargaining Agreements (CBAs) in alignment with the labor strategy and direction established by the DoPC.
• Help track grievances, information requests, deadlines, meetings, and follow-up actions.
• Prepare case files, timelines, background materials, and documentation for labor-related matters.
• Support supervisors in understanding and consistently following established CBA requirements and HR processes.
• Participate in grievance meetings and other labor-management processes as assigned by the DoPC.
• Escalate questions involving CBA interpretation, precedent, bargaining strategy, arbitration, settlements, or significant organizational risk to the DoPC.

• Support the intake, tracking, and coordination of employee complaints and workplace concerns, included but not limited to:workplace investigations, complaints, harassment, discrimination, retaliation, workplace conduct, grievances, and other sensitive matters.
• Assist with investigation planning, interviews, document review, and under the direction of the DoPC prepare clear findings and recommendations.
• Maintain accurate, organized, and confidential employee relations case records.
• Track open cases, deadlines, follow-up actions, and required documentation.
• Identify and escalat high-risk or sensitive matters appropriately.

• Support annual and ongoing performance management processes.
• Support supervisors and managers in addressing performance and conduct concerns.
• Review and support performance improvement plans, written warnings, and disciplinary documentation.
• Guide managers through progressive discipline and corrective action processes in alignment with organizational policy and the CBA.
• Prepare recommendations regarding corrective action and other employment decisions.

• Partner with the DoPC and Chief of Staff to identify supervisor development needs based on recurring trends, workplace challenges and organizational priorities.
• Use employee relations trends, recurring workplace challenges, supervisor feedback, and organizational priorities to recommend relevant training topics and areas for skill-building.
• Support the development and coordination of a monthly supervisor training program.
• Co-facilitate training on topics such as performance management, documentation, feedback, conflict resolution, employee relations, CBA compliance, and effective people management.
• Support onboarding and HR orientation for new…