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The Senior Employee Relations Specialist serves as a key advisor and investigator on workplace behavior and performance-related matters. This role leads the organization’s efforts to address misconduct, policy violations, and employee disputes in a manner that is fair, legally compliant, and aligned with our mission and values. The Specialist partners closely with managers to administer progressive discipline, investigate concerns, and uphold accountability while fostering a respectful and values-based workplace.

Roles & Responsibilities:

Workplace Behavior & Conduct

+ Serve as the primary resource for addressing workplace behavior concerns, including misconduct, insubordination, harassment, discrimination, and other violations of organizational standards.

+ Conduct thorough, impartial investigations into employee complaints and allegations; gather documentation, interview involved parties, and make fact-based determinations.

+ Recommend appropriate corrective or disciplinary actions based on the severity of conduct and consistency with organizational precedent.

Disciplinary Process & Performance Accountability

+ Lead and support the progressive discipline process, ensuring consistency, documentation, and alignment with organizational policy and legal standards.

+ Coach managers on documentation, feedback delivery, and performance conversations leading up to and including termination, when necessary.

+ Draft disciplinary letters, performance improvement plans (PIPs), final warnings, and separation documents with legal and ethical rigor.

Policy Enforcement & Compliance

+ Interpret and enforce employee handbooks, workplace policies, codes of conduct, and behavior expectations.

+ Stay current on federal, state, and local employment laws and regulations related to workplace conduct, employee rights, and employer responsibilities.

+ Support periodic policy updates and ensure staff and supervisors are educated on key behavior-related expectations.

Employee Support & Risk Mitigation

+ Provide employees with clear guidance on complaint procedures and behavioral expectations.

+ Identify and mitigate risks related to employee behavior that may impact organizational health or safety.

+ Collaborate with legal counsel when necessary on high-risk or escalated matters.

Training & Capacity Building

+ Develop and deliver trainings for supervisors on appropriate documentation, corrective action, and respectful leadership practices.

+ Promote early intervention and resolution strategies to address workplace concerns before they escalate.

Data & Trends

+ Maintain confidential and accurate records of all disciplinary and conduct-related matters.

+ Analyze trends in conduct or policy violations and provide leadership with data-informed insights and recommendations.

Basic Qualifications:

+ Typically requires a minimum of 5 years of related experience with a Bachelor’s degree in Human Resources, Employment Law, Business Administration, or related field; or 3 years and a Master’s degree; or a PhD with relevant experience who can immediately contribute at this job step; or equivalent combination of related education and work experience.

+ In-depth understanding of employment law, workplace investigations, and documentation best practices.

+ Excellent written communication, including drafting investigative summaries and disciplinary documents.

+ Proven skill in gathering facts, weighing evidence, and applying sound reasoning to resolve complex workplace behavior issues.

+ Excellent analytical and problem-solving skills; able to gather and assess information to make sound decisions.

+ Ability to manage multiple priorities and deadlines in a fast-paced environment.

+ Proficiency with HRIS systems and Microsoft Office Suite (Word, Excel, PowerPoint).

+ Proven ability to manage sensitive and high-risk situations with discretion, fairness, and consistency.

+ Demonstrated ability to apply consistent standards and handle disciplinary actions fairly and objectively.

+ Experience managing emotionally charged situations with composure and impartiality.

+ Commitment to maintaining strict confidentiality when handling sensitive information.

+ Ability to enforce behavior standards in a manner that upholds the organization’s values and fosters a respectful workplace.

+ This position requires a minimum of 50% hybrid on-site.

Preferred Qualifications:

+ 5+ years of HR experience with significant focus on employee relations, conduct investigations, and disciplinary processes.

+ Professional certification (e.g., SHRM-CP/SCP, PHR/SPHR).

+ Formal training in workplace investigations, employment law, or mediation.

This requisition requires the candidate to have a minimum of the following clearance(s):

None

This requisition requires the hired candidate to have or obtain, within one year from the date of hire, the following clearance(s):

None

Salary compensation range and midpoint:

$99,600 - $124,500 - $149,400 Annual

Work Location Type:

Hybrid

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.Commitment to Non-Discrimination

All qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran or any other status protected by applicable federal, state, local or international law.

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