Employee Relations Specialist

• Location 198
  
  E. 121st Street,New York, NY, 10035,United States
• Base Pay $50,000.00 - $65,000.00 / Year
• Employee Type Exempt

The Center for Urban Community Services (CUCS) is a premier human services organization in New York City, dedicated to addressing homelessness, poverty, and mental illness. With an annual operating budget exceeding $100 million, CUCS empowers thousands of individuals each year through integrated housing, health, and social services. Our 700+ employees deliver innovative programs, including supportive housing, medical and mental health care, employment assistance, and professional training for service providers.

As a leader in the sector, CUCS is committed to expanding its impact and enhancing its strategies to support its mission of fostering stability and opportunity for the communities we serve.

CUCS is seeking an Employee Relations Specialist to join our Human Resources team. This role is a great opportunity for an HR professional with employee relations experience who is skilled at navigating workplace concerns, conducting fact-finding, and supporting employees and managers through sensitive and complex situations.

The Employee Relations Specialist will play a key role in conducting timely, objective, and thorough workplace investigations involving employee complaints, misconduct, discrimination, harassment, retaliation, and other employment-related concerns. The role will also provide support on performance and conduct matters, corrective action, policy interpretation, and workplace conflict. Working closely with HR colleagues, managers, program leadership, and Legal and Compliance, as appropriate, the Specialist will help promote fair, consistent, and thoughtful employee relations practices across CUCS.

• Serve as an HR resource to employees and managers regarding workplace concerns, employee relations matters, performance and conduct issues, and interpretation and application of CUCS policies and procedures.
• Support managers and program leadership in addressing employee relations concerns and, in consultation with HR leadership, help identify appropriate next steps, including coaching, counseling, corrective action, investigation, or further review.
• Provide employee relations guidance and support to managers regarding performance, attendance, conduct, workplace conflict, and other employee concerns, escalating complex or high-risk matters to HR leadership as appropriate.
• Assist with the preparation and review of employee relations documentation, including counseling and corrective-action documentation, to ensure concerns, expectations, and required improvements are clearly and appropriately communicated.
• Support the consistent application of HR policies, practices, and applicable collective bargaining agreement requirements across CUCS programs and departments.
• Partner with other members of the HR team on employee relations matters that intersect with attendance, leaves, accommodations, performance management, and other HR functions.
• Identify recurring employee relations concerns or trends and opportunities for manager guidance, training, policy clarification, or other HR support.
• Conduct workplace investigations assigned by Human Resources and complete them promptly, thoroughly, objectively and impartially.
• Meet with Human Resources and, when appropriate, Legal and Compliance to identify the allegations, relevant policies, investigative scope, witnesses, records, and timetable. Promptly disclose any actual or potential conflict of interest and follow any alternate assignment, reporting, or review arrangement established by CUCS.
• Develop an investigation plan and conduct interviews of complainants, respondents, supervisors, managers, and other witnesses. Explain the investigative process, the prohibition against retaliation, and the limits of confidentiality without promising complete confidentiality.
• Ask neutral and appropriate follow-up questions; test material inconsistencies; and obtain sufficient detail to evaluate the allegations fairly.
• Prepare accurate interview notes and, when appropriate, obtain written or confirmed statements. Collect and review relevant materials made available through authorized channels, including complaints, communications, personnel and disciplinary records, performance documents, time and attendance records, schedules, policies, prior complaints, and other evidence.
• Develop clear timelines and evaluate the information…