Employee Relations & Engagement Specialist

Job Responsibilities

• 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.
• Affiliate 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.
• Affiliate 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:
• Dependably 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 collaborates 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):
• Mets 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.