Senior Employee Relations Specialist

About the role

Where people get better at life! Join us in our mission to make a difference and shape a more inclusive future. The Center for Disability Services offers hope, innovation and achievement to the people we support. For 80 years, we have been one of upstate New York’s largest providers of programs and services for individuals who have disabilities. Many of the innovative programs and vital services that we offer are not available elsewhere. We are searching for a Senior Employee Relations Specialist to join our Human Resources Team! This role manages employee relations matters, conducts workplace investigations, advises leaders and employees on employment policies and practices, and supports performance management initiatives. At The Center for Disability Services, we don’t just accept difference – we celebrate it, support it, and thrive on it for the benefit of our employees and the people we support.

Responsibilities

• Serve as a point of contact for employee relations concerns, workplace issues, and employee complaints.
• Collaborate with HR Managers, HR Business Partners, Legal Counsel, and operational leadership to develop and implement strategies for resolving complex employee relations issues and promoting a positive workplace culture.
• Partner with managers and supervisors to address employee performance, conduct, attendance, and workplace behavior concerns.
• Provide coaching and guidance to managers and supervisors regarding performance management, corrective action, progressive discipline, and employee development.
• Facilitate conflict resolution and mediation between employees and management.
• Support employee engagement initiatives and contribute to a positive workplace culture.
• Maintain professional relationships within the organization built on trust, objectivity, and confidentiality.
• Independently manage and conduct employee relations investigations by interviewing employees and witnesses, reviewing documentation, analyzing findings, preparing comprehensive investigation reports, and developing recommendations for corrective action.
• Exercise independent judgment throughout the investigative process while ensuring fairness, consistency, and compliance with applicable laws and organizational policies.
• Present findings and recommendations to HR leadership and operational management for review and decision-making.
• Collaborate with internal stakeholders, including Legal, Compliance, and leadership teams, as appropriate.
• Ensure all investigations are handled in accordance with applicable laws, regulations, and organizational policies.
• Maintain accurate and confidential investigation files and records.
• Partner with department leaders to administer and support performance management programs.
• Guide managers through coaching conversations, Performance Improvement Plans (PIP’s), corrective actions, and disciplinary processes.
• Support termination decisions and processes to ensure compliance and risk mitigation.
• Assist with performance review cycles, training, and annual performance planning initiatives.
• Monitor performance