Employee Relations & Engagement Specialist

Primary Function

This position reports directly to Deputy Director, Human Resources and Chief Culture Officer. The Employee Relations and Engagement Specialist will support a positive, inclusive, and high-performing workplace culture. This role serves as a trusted resource for staff, supervisors, and managers by providing guidance on workplace concerns, employee relations matters, performance management, and organizational policies.

The Employee Relations Specialist will play a key role in fostering a respectful and engaging work environment through proactive employee outreach, training and education, policy administration, conflict resolution, and collaboration with leaders across the organization. This position will also contribute to workplace safety initiatives, employee engagement efforts, and organizational culture-building activities.

The ideal candidate is a relationship-builder with strong communication skills, sound judgment, and a commitment to creating an exceptional employee experience.

Job Qualifications

• Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field.
• Three - five (3-5) years of experience in employee relations, human resources, organizational development, or a related discipline.
• Experience conducting workplace investigations and managing employee relations matters.
• Knowledge of employment laws and HR best practices.
• Strong interpersonal, conflict resolution, and communication skills.
• Demonstrated ability to handle sensitive and confidential information with discretion.
• Excellent organizational skills and attention to detail.
• Proficiency with Microsoft Office Suite and HR information systems.

Preferred

• Experience working in nonprofit, arts, cultural, educational, or mission-driven organizations.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience facilitating training and employee development programs.
• Experience supporting employee engagement and culture initiatives.

Clearances

• Criminal Background
• National Physical Activities to Perform Essential Functions

Job Responsibilities

Employee Relations

• Serve as a primary point of contact for employees seeking guidance on workplace concerns, policies, procedures, and employee relations matters.
• Partner with supervisors and managers to address performance, attendance, conduct, and workplace behavior issues.
• Provide coaching and guidance to managers on employee relations best practices, conflict resolution, and performance management.
• Aid in resolving employee concerns through informal mediation and problem-solving techniques.
• Conduct and document workplace investigations related to policy violations, employee complaints, and workplace misconduct.
• Maintain confidential employee relations files and documentation in accordance with organizational policies and legal requirements.
• Monitor trends in employee relations matters and recommend proactive solutions to address recurring issues.
• Proven expertise in end-to-end investigation methodologies (interviewing, evidence gathering, summary writing) and a strong foundation in US employment laws (FMLA, ADA, EEO, Title VII).
• Strong interpersonal and communication skills, with the ability to build trust, exercise high emotional intelligence, and handle sensitive, confidential information.

Performance Management and Progressive Discipline

• Administer and maintain the organization's progressive discipline process.
• Draft and review counseling memoranda, performance improvement plans, disciplinary notices, and related documentation.
• Partner with managers to ensure consistent and equitable application of policies and corrective action practices.
• Support performance management processes and help managers address performance concerns in a timely and constructive manner.

Training and Organizational Culture

• Develop, coordinate, and facilitate training programs related to:
• Respectful workplace expectations
• Harassment prevention
• Workplace conduct and professionalism
• Conflict resolution
• Performance management
• Diversity, equity, inclusion, and belonging initiatives
• Employee relations and supervisory skills
• Support onboarding programs and employee orientation activities.
• Collaborate with Human Resources leadership to develop initiatives that strengthen employee engagement and workplace culture.
• Afford assistance with employee recognition and engagement programs.

Safety and Compliance

• Actively participate as a member of the Barnes Foundation Safety Committee.
• Support workplace safety initiatives, employee wellness efforts, and compliance with applicable workplace safety regulations.
• Afford assistance with safety training, incident reporting, and corrective action follow-up.
• Partner with managers to address workplace safety concerns and promote a culture of safety.

HR Operations and Special Projects

• Assist with policy development, implementation, communication, and interpretation.
• Support Human Resources initiatives related to employee engagement, retention, culture, and organizational effectiveness.
• Maintain accurate records and prepare reports related to employee relations activities and trends.
• Participate in special projects and cross-functional initiatives as assigned.
• Stay current on employment law developments and employee relations best practices.

Organization-Wide Competencies

• Accountability: Prepares for work assignments and meetings, Conducts thorough fact-finding, decision-making and/or follow through, Admits mistakes and errors and informs others when one is not able to meet a commitment.
• Job Quality: Dependently demonstrates job knowledge necessary for the position, Produces timely, accurate, high quality work output, Prioritizes work responsibilities effectively and produces work quantity expected for the role.
• Service: Identifies problems and collaborate with others to devise and create effective solutions, Interacts and communicates with fellow employees in a manner that promotes a harmonious and cooperative working environment in accordance with our Core Values, Facilitates open communication and keeps an open mind about new ideas.
• Leadership: Sets a good example for others, Demonstrates ethical decision-making and communication, Makes decisions. Uses a solution-oriented, collaborative approach.
• Collaboration: Seeks win-win outcomes in decision-making, Shows a proactive, inclusive, helpful, and respectful attitude to colleagues, guests and others, Takes initiative to contribute to diversity, equity, inclusion, and accessibility initiatives.
• Empowerment (Supervisors): Directs others’ work effectively with adequate goal-setting, accountability, delegation, supervision, conflict resolution, accessibility to support and resources, Motivates team to meet short- and long-term goals: individual, department and strategic plan, Creates an environment for staff development.
• Administration (Supervisors): Meets goals related to revenue targets, expense control, program fees, etc., Develops/manages budget in keeping with organizational priorities, Follows protocols and reporting requirements set by other departments (HR, IT, Facilities, etc.), Collects and analyzes data effectively, Documents work accurately and consistently, shares information appropriately.