The Employee Relations Generalist role is responsible for conducting workplace investigations providing guidance on complex employee issues and overseeing various employee relations initiatives. This role involves working closely with HR leadership, legal teams, and program leaders to ensure a fair and balanced approach to employee relations. The Employee Relations Generalist role is also responsible for delivering ER trainings 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 remedial on plans to HR leadership and business managers. Provide pragmatic and timely advice to stakeholders regarding underperforming employees, which could result in disciplinary actions. Work closely with HR leadership and legal teams to understand business plans and employee relations challenges. Assist Sr. Director of Employee Relations in creating and delivering employee relations training in coordination with control partners, focusing on prevention. Support various projects and initiatives, including implementing new legislation in employment law, updating relevant employee relations policies, and managing wellbeing initiatives. Participate in the creation and delivery of employee relations metrics to various stakeholders. Produce regular reporting related to the HRIS/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. Responsible for overseeing various projects & initiatives surrounding employee relations, retention, and employee satisfaction as assigned. Communicate HR policies and procedures agency wide. Lead live focus groups to collect data regarding different stages of employment. Manage all pay rate offers for unionized workforce candidates that are extended offers of employment for union positions. Manage the master schedule for a unionized workforce, which includes managing internal schedule postings, vacancies, coordinating with leadership on schedule releases, and providing updates to the union representation.
Job Requirements:
Associate's degree in human resources, Business, or a related field is required. Professional in Human Resources (PHR) certification or SHRM Certified Professional (SHRM-CP) is a plus. Ability to work with confidential information. Proficiency in Microsoft Office applications, such as Excel and Word, Teams, PowerPoint Experience utilizing HRIS program(s); UKG and Paycom is a plus. Non-Profit experience is desirable.
Salary range:
Salary range is $60,000 - $66,000, based on education, certification, experience and skills.
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)