Director - Employee Relations, Human Resources (6039)

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Location: Hybrid - Voorhees, NJ

Job Type/Status: Full Time

Salary: $82,000 annually

Position Summary

The Director, Employee Relations leads day-to-day employee relations case management and workplace investigations across Center For Family Services. Reporting to the Vice President of Human Resources, this position conducts fair, thorough, timely, and well-documented investigations; advises leaders on employee relations matters; identifies trends; and supports consistent application of agency policies and employment practices.

Duties and Responsibilities:

Employee Relations and Investigations
• Manage assigned workplace investigations from intake and triage through planning, interviews, evidence review, analysis, findings, recommendations, executive review, and closeout.
• Assess allegations involving discrimination, harassment, retaliation, workplace conduct, policy violations, supervisory concerns, performance, professional boundaries, conflicts of interest, and other sensitive employee matters.
• Develop investigation plans; identify witnesses and evidence; conduct trauma-informed and culturally responsive interviews; and maintain appropriate neutrality, confidentiality, and documentation.
• Prepare clear, fact-based investigation reports and executive summaries that distinguish allegations, evidence, credibility considerations, findings, and recommendations.
• Maintain timely, respectful communication with complainants, respondents, witnesses, HR partners, and leaders in accordance with established communication standards.
• Recognize matters requiring immediate interim action or escalation to the VP of HR, executive leadership, Quality Improvement, safeguarding teams, legal counsel, insurers, or regulatory authorities.
• Support implementation and documentation of corrective, remedial, and preventive actions following investigations.

Employee Relations Consultation
• Advise HR and program leaders on employee concerns, policy interpretation, performance and conduct documentation, conflict resolution, workplace expectations, and appropriate next steps.
• Provide practical, risk-aware coaching that supports consistency, fairness, accountability, and the agency's mission.
• Facilitate difficult conversations, early resolution efforts, and other interventions when a formal investigation is not warranted.
• Review employee counseling and corrective-action documentation for clarity, neutrality, consistency, and alignment with policy and practice.

Case Management, Data, and Risk
• Maintain complete and accurate case records, investigation files, evidence logs, timelines, and closeout documentation in accordance with HR standards and retention requirements.
• Monitor open matters against established service levels; identify barriers promptly and escalate cases at risk of delay.
• Produce monthly dashboards and quarterly trend analyses on case volume, allegation type, program, cycle time, outcomes, repeat concerns, and corrective actions.
• Use investigation data to recommend training, policy, leadership, supervision, culture, or operational interventions.
• Protect sensitive information and apply sound judgment regarding confidentiality, privilege, need-to-know access, and records management.

Training and Continuous Improvement
• Support and deliver training for HR team members and program leaders on investigations, documentation, reporting obligations, non-retaliation, respectful workplace practices, and employee relations fundamentals.
• Maintain and continuously improve the HR Investigations Playbook, templates, SOPs, communication standards, tracking tools, and quality controls.
• Monitor developments in federal and New Jersey employment law and recommend updates to practices, training, and tools.
• Participate in cross-functional initiatives that strengthen employee experience, leadership capability, compliance, and organizational effectiveness.

Qualifications

-Bachelor's degree in human resources, Employee Relations, Business Administration, Labor Relations, Psychology, Criminal Justice, or a related field OR equivalent relevant work experience required.

-HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.

- Formal workplace-investigation training or credential preferred

- 5+ years of progressive HR experience with at least 3 years in HR operations leadership.

- Demonstrated ability to independently conduct complex investigations and prepare high-quality written findings and recommendations.

- Working knowledge of federal and New Jersey leave, accommodation, benefits, wage-and-hour, records, privacy, and employment-compliance requirements.

- Experience using HR case-management, HRIS, reporting, and data-visualization tools.

- Ability to manage multiple sensitive matters, competing deadlines, and stakeholders with discretion and professionalism.

- Strong organizational, analytical, and communication skills.

- Demonstrated ability to lead and execute large-scale, multi-phase HR projects from planning through completion in a complex, multi-site organization.

- Nonprofit or mission-driven sector experience a plus.

- Bilingual capability relevant to the workforce is a plus.

Benefits:

At the Center for Family Services our employees are our greatest resource and we are committed to investing in our staff. We offer a competitive benefits package as well as ongoing resources that will support staff on their personal and professional journey.*

• Excellent paid time off (PTO) program, including vacation, sick, personal, and holiday
• 401k Plan
• Medical insurance plan options
• Dental & Vision Insurance
• Prescription Insurance
• Life Insurance
• Flexible Spending Accounts
• Health & Wellness Activities
• Ongoing Training & Professional Development Opportunities
• Opportunity for advancement