Employee Relations Specialist

Saxe Doernberger & Vita, P.C. provided pay range

This range is provided by Saxe Doernberger & Vita, P.C.. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.

$75,000.00/yr - $80,000.00/yr

Direct message the job poster from Saxe Doernberger & Vita, P.C.

Compensation: $75,000–$80,000 annually, (DOE)

About Us:

Saxe Doernberger & Vita, P.C. (SDV) is a nationally recognized law firm dedicated exclusively to representing policyholders in insurance coverage disputes. With headquarters in Connecticut and offices in California and Florida, SDV is proud to be Mansfield Certified, reflecting our commitment to equitable talent practices and inclusive leadership development. We value collaboration, innovation, and a culture where every team member’s contributions matter.

Position Summary:

The Employee Relations Specialist serves as the primary point of contact for employee relations matters across the Firm and plays a critical role in supporting fair, consistent, and timely handling of workplace concerns. This role is responsible for receiving and triaging employee issues, gathering relevant information, identifying trends, interpreting and applying firm policies, and resolving routine employee relations matters.

The Employee Relations Specialist proactively gathers performance-related feedback across all levels of the Firm and facilitates documented performance conversations to promote clarity, accountability, and continuous improvement. This role requires a strong working knowledge of federal, state, and local employment laws and the ability to apply legal requirements to real‑world employee relations situations. The Specialist supports a positive workplace culture while mitigating risk, reinforcing firm values, and enhancing employee engagement and retention.

• Serve as the primary point of contact for employee relations matters, including concerns related to performance, behavior, workplace conduct, interpersonal issues, and policy interpretation.
• Receive, triage, and assess employee relations issues; independently resolve routine or less‑complex matters and elevate complex, sensitive, or high‑risk matters to Human Resources and Professional Development leadership, as appropriate.
• Gather facts, documentation, and stakeholder input related to employee concerns to support informed decision‑making by Firm management.
• Conduct thorough, impartial, and well‑documented investigations into employee complaints, including harassment, discrimination, retaliation, and other alleged misconduct, in accordance with firm protocols and legal standards.
• Interpret, apply, and explain firm policies, procedures, and employment practices in alignment with federal, state, and local employment laws.
• Apply employment law requirements to day‑to‑day employee relations matters, including performance concerns, investigations, accommodations, leave issues, and workplace conduct, and identify potential legal or compliance risk.
• Proactively gather performance‑related feedback across all levels of the Firm (including attorneys and staff) through regular check‑ins, stakeholder input, and trend analysis.
• Facilitate performance‑related conversations, including delivery of feedback, clarification of expectations, and coaching discussions, in coordination with Human Resources, Professional Development, and Firm leadership.
• Document performance discussions, feedback themes, investigation findings, and follow‑up actions in a timely, objective, and professional manner, in accordance with Firm standards.
• Collaborate with managers, Professional Development, and HR leadership to support performance improvement efforts, coaching plans, and corrective actions.
• Provide guidance and coaching to managers and employees on conflict resolution, communication strategies, performance expectations, and policy compliance.
• Identify recurring themes, systemic concerns, or emerging risk areas and elevate insights and recommendations to HR leadership.
• Support mediation efforts and facilitate difficult conversations between employees and managers, as appropriate.
• Maintain strict…