Employee Relations Specialist
Apply NowCompany: Arlington Public Schools
Location: Arlington, VA 22204
Description:
JOB STATUS: UNTIL FILLED POSTING DATE: 12/06/2024 POSTING NUMBER: E24/25.3.56.1 LOCATION: Human Resources POSITION TITLE: Employee Relations Specialist
JOB DESCRIPTION:
Human Resources announces an opening for the position of Employee Relations Specialist. This is a full-time, in-person, Grade E-13 position located in the Department of Human Resources.
SCHEDULE
This position works in person, 260-days a year (Monday - Friday).
SUPERVISION
Reports to the Supervisor of Employee Relations. Most workflows to the incumbent are consistent with functional responsibilities; incumbent plans and performs the work independently in consultation with the supervisor and in coordination with other parties.
Work is evaluated in terms of effectiveness in meeting these requirements/standards, quality, quantity, timeliness, teamwork, customer service and other factors such as skill and ingenuity in overcoming challenges. The incumbent has no student supervisory responsibilities.
DISTINGUISHING CHARACTERISTICS
This class performs specialized, professional human resources work. This class is distinguished as it ensures that human resources practices are consistent with legal and regulatory requirements, collective bargaining agreements, human resources best practices, and APS policies and policy implementation procedures (PIPs). The work affects the entirety of the school district, the workforce and job applicants.
RESPONSIBILITIES:
ESSENTIAL FUNCTIONS OF THE CLASS (May not include all duties)
Conduct internal investigations on behalf of the district concerning violations of district policy, discrimination, harassment, sexual misconduct, and other employee relations matters.
Use appropriate and acceptable standards/methods of investigative practices to complete a thorough investigation. Compile relevant documents, formulate the official investigative case report, and provide information to management.
Maintain a tracking system on the outcome of all investigated cases.
Gather, organize, and analyze complaint information to support written investigative reports. Perform initial analysis of all complaints. Partner with other team members to determine investigative strategy. Assemble pertinent data, records, and other evidence to support written investigative reports.
Prepare and maintain accurate logs, complete reports and other documentation relating to investigations. Maintain confidentiality and organization of files of investigations conducted and information received.
Assists agency management in resolving or preventing negative workplace conflicts, grievances, and disagreements by creating action plans to address problem areas where disparate treatment/impact is identified.
Research, investigate and respond to Equal Employment Opportunity Commission (EEOC) charges and requests for information.
Draft and submit EEOC Position Statements in response to discrimination, harassment, or retaliation complaints filed with the Equal Employment Opportunity Commission (EEOC).
Coordinate and prepare responses to Requests for Information (RFIs) from the EEOC, ensuring accurate and timely compliance with all regulatory requirements.
Facilitate mediation sessions with EEOC, when applicable, to resolve disputes or complaints prior to formal adjudication.
Manage the full lifecycle of internal discrimination, harassment, and misconduct investigations, including complaint intake, evidence gathering, interviews, analysis, and resolution.
Conduct preliminary inquiries into complaints to determine whether formal investigations are warranted.
Ensure investigations are thorough, objective, and compliant with company policies, EEO laws, and best practices.
Develop Findings of Fact based on investigation results and recommend appropriate corrective or disciplinary actions when violations are found.
Handle requests for reasonable accommodations under the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act (for religious accommodations), ensuring a fair, equitable, and legally compliant process.
Work with HR and management to assess and provide accommodation where applicable.
Based on the findings of investigations, provide recommendations for corrective actions or disciplinary measures for individuals involved in misconduct or policy violations.
Ensure that disciplinary actions align with company policies, legal standards, and best practices to maintain fairness and consistency.
Develop and deliver training sessions on workplace issues such as sexual harassment, bullying, discrimination, and retaliation under Title VII and other applicable laws.
Educate employees and managers on appropriate conduct, reporting mechanisms, and their responsibilities in preventing and addressing workplace misconduct.
Create and maintain training materials and resources to raise awareness and promote a respectful, inclusive workplace culture.
Serve as a neutral mediator to resolve conflicts and disputes between peer-level colleagues, ensuring that issues are handled professionally and in a way that promotes workplace harmony.
Facilitate communication between employees involved in conflicts and assist in developing mutually agreeable solutions.
Prepare detailed investigation reports, documenting findings, evidence, and conclusions in a clear and professional manner.
Maintain accurate records of investigations, training sessions, accommodations requests, and other related documentation.
Report on trends or systemic issues related to workplace conduct, discrimination, or harassment to senior management or HR leadership.
Maintain confidentiality and neutrality while ensuring that all parties are treated fairly and respectfully.
Work closely with HR, Legal, and Compliance teams to ensure that workplace investigations align with organizational policies and legal requirements.
Provide consultation to HR leadership and management on best practices for handling discrimination complaints, misconduct investigations, and employee relations matters.
Maintains confidentiality of data, including legally protected personal information, sensitive decision-making and programmatic data, and other sensitive information.
Operates a motor vehicle to get to/from meetings with managers, employees, and outside parties on a regularly recurring basis.
Performs related duties, as required, or assigned.
GUIDELINES
Guidelines include, but are not limited to, Federal, Virginia and APS employment regulations, programs, processes and procedures such as ADA and Title VII provisions, US EEOC and Virginia Commission on Human Rights (VCHR) procedures, privacy requirements as they relate to personal data, and generally-accepted merit system principles; Arlington School Board Policies (SBPs) and priorities, APS policies and policy implementation procedures (PIPs) on employment processes such as SBP G-2.30 (Employee Relations - EEO) and PIP G-2.13 (Grievance Procedures); the APS Strategic Plan; Department of Human Resources systems, policies, procedures and practices; diversity-inclusion issues/approaches/initiatives pertinent to the workplace; and general references. Some guidelines require strict adherence, some leave gaps and others allow for (or require) discretion and initiative. Incumbent uses mature judgment in selecting and applying guidelines or adapting, adjusting, or developing them.
CONTACTS
Contacts include, but are not limited to, management personnel and employees at all levels, employee advisory committees, employee organizations, injury/disability management personnel, medical professionals, other consultants/contractors and, occasionally, US EEOC and VCHR personnel. Purposes of contacts include, but are not limited to, exchange of routine and non-routine information about EEO, ADA, employee engagement, classification/compensation, and other HR matters. Purposes also include 'active listening' to understand wants, needs, concerns and perspectives of managers, employees/complainants, consultants, and others.
EXPERIENCE:
REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of laws, rules, regulations, case law, principles, and practices related to employee conduct, performance, and dispute resolution.
Knowledge of hiring, classification, benefits, labor relations, negotiation, and federal, state, and local employment regulations.
Knowledge of laws, legal codes, court procedures, precedents, legal practices and documents, government regulations, executive orders, agency rules, government organization and functions, and the democratic political process.
Knowledge of federal and state employment law.
Knowledge of Administrative, Licensed, Certified and Classified contracts preferred at hire.
Ability to promote and follow Board of Education policies, District policies, building and department procedures.
Ability to communicate, interact and work effectively and cooperatively with all people including those from diverse ethnic and educational backgrounds.
Ability to recognize the importance of safety in the workplace, follow safety rules, practice safe work habits, utilize appropriate safety equipment and report unsafe conditions to the appropriate administrator.
Ability to stay current with district policy, standards, and training in the areas of data quality, data privacy, and cyber-security with respect to student and staff data, and related information systems.
Ability to maintain confidentiality in all aspects of the job.
Ability to manage multiple tasks with frequent interruptions.
Ability to manage multiple priorities.
Ability to diffuse and manage volatile and stressful situations.
QUALIFICATIONS:
REQUIRED EDUCATION, TRAINING AND EXPERIENCE REQUIREMENTS
Education
A Bachelor's in Human Resources, Business, Social Science or any other field providing a strong foundation for success in the duties and responsibilities in this class specification, or an equivalent combination of education, experience and training that totals four years, is required .
Experience
Four years of progressively responsible experience in HR management, which include substantive work in workplace or criminal investigations experience, employee relations experience, participation in labor relations training is required .
CONTACT INFORMATION:
EQUAL OPPORTUNITY EMPLOYER
It is the policy of the Arlington County School Board, as stated in the School Board Policy G-2.30, that employment opportunities shall not be restricted, abridged or otherwise adversely affected on the basis of race, color, religion, age, gender, sexual orientation, national origin, marital status, or disability.
PHYSICAL ATTRIBUTES
Work is mainly sedentary and involves light physical effort. It requires moving about to obtain work objects, supplies, etc., distribute work products, coordinate with others, and perform related functions; operating office and communications equipment such as a computer and a telephone; and reviewing written documents containing small print, symbols, and special notations. In driving, uses judgment in consideration of traffic, weather, and other factors.
HAZARDS/UNUSUAL DEMANDS
Most work is performed indoors in offices, conference rooms, etc. Generally, work involves exposure only to normal, everyday risks.
Work involves some after-hours duty and is subject to changing priorities, tight deadlines, peak periods, and emergencies.
APPLY TO:
Candidates must submit an application online and attach a resume, a written statement of interest in and qualifications for this position. Please complete the online Administrative/ Technical application on the APS website in the Employment section, www.apsva.us. A minimum of three (3) letters of recommendation must also be attached. (Recommendation letters may be sent in separately.) APPLICATIONS MUST BE SUBMITTED ONLINE AND WILL ONLY BE CONSIDERED IF ALL REQUIRED INFORMATION IS INCLUDED.
SALARY:
Salary Range: $97,320 to $159,510 based on the 24/25 Pay Plan.
DAYS:
JOB DESCRIPTION:
Human Resources announces an opening for the position of Employee Relations Specialist. This is a full-time, in-person, Grade E-13 position located in the Department of Human Resources.
SCHEDULE
This position works in person, 260-days a year (Monday - Friday).
SUPERVISION
Reports to the Supervisor of Employee Relations. Most workflows to the incumbent are consistent with functional responsibilities; incumbent plans and performs the work independently in consultation with the supervisor and in coordination with other parties.
Work is evaluated in terms of effectiveness in meeting these requirements/standards, quality, quantity, timeliness, teamwork, customer service and other factors such as skill and ingenuity in overcoming challenges. The incumbent has no student supervisory responsibilities.
DISTINGUISHING CHARACTERISTICS
This class performs specialized, professional human resources work. This class is distinguished as it ensures that human resources practices are consistent with legal and regulatory requirements, collective bargaining agreements, human resources best practices, and APS policies and policy implementation procedures (PIPs). The work affects the entirety of the school district, the workforce and job applicants.
RESPONSIBILITIES:
ESSENTIAL FUNCTIONS OF THE CLASS (May not include all duties)
Conduct internal investigations on behalf of the district concerning violations of district policy, discrimination, harassment, sexual misconduct, and other employee relations matters.
Use appropriate and acceptable standards/methods of investigative practices to complete a thorough investigation. Compile relevant documents, formulate the official investigative case report, and provide information to management.
Maintain a tracking system on the outcome of all investigated cases.
Gather, organize, and analyze complaint information to support written investigative reports. Perform initial analysis of all complaints. Partner with other team members to determine investigative strategy. Assemble pertinent data, records, and other evidence to support written investigative reports.
Prepare and maintain accurate logs, complete reports and other documentation relating to investigations. Maintain confidentiality and organization of files of investigations conducted and information received.
Assists agency management in resolving or preventing negative workplace conflicts, grievances, and disagreements by creating action plans to address problem areas where disparate treatment/impact is identified.
Research, investigate and respond to Equal Employment Opportunity Commission (EEOC) charges and requests for information.
Draft and submit EEOC Position Statements in response to discrimination, harassment, or retaliation complaints filed with the Equal Employment Opportunity Commission (EEOC).
Coordinate and prepare responses to Requests for Information (RFIs) from the EEOC, ensuring accurate and timely compliance with all regulatory requirements.
Facilitate mediation sessions with EEOC, when applicable, to resolve disputes or complaints prior to formal adjudication.
Manage the full lifecycle of internal discrimination, harassment, and misconduct investigations, including complaint intake, evidence gathering, interviews, analysis, and resolution.
Conduct preliminary inquiries into complaints to determine whether formal investigations are warranted.
Ensure investigations are thorough, objective, and compliant with company policies, EEO laws, and best practices.
Develop Findings of Fact based on investigation results and recommend appropriate corrective or disciplinary actions when violations are found.
Handle requests for reasonable accommodations under the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act (for religious accommodations), ensuring a fair, equitable, and legally compliant process.
Work with HR and management to assess and provide accommodation where applicable.
Based on the findings of investigations, provide recommendations for corrective actions or disciplinary measures for individuals involved in misconduct or policy violations.
Ensure that disciplinary actions align with company policies, legal standards, and best practices to maintain fairness and consistency.
Develop and deliver training sessions on workplace issues such as sexual harassment, bullying, discrimination, and retaliation under Title VII and other applicable laws.
Educate employees and managers on appropriate conduct, reporting mechanisms, and their responsibilities in preventing and addressing workplace misconduct.
Create and maintain training materials and resources to raise awareness and promote a respectful, inclusive workplace culture.
Serve as a neutral mediator to resolve conflicts and disputes between peer-level colleagues, ensuring that issues are handled professionally and in a way that promotes workplace harmony.
Facilitate communication between employees involved in conflicts and assist in developing mutually agreeable solutions.
Prepare detailed investigation reports, documenting findings, evidence, and conclusions in a clear and professional manner.
Maintain accurate records of investigations, training sessions, accommodations requests, and other related documentation.
Report on trends or systemic issues related to workplace conduct, discrimination, or harassment to senior management or HR leadership.
Maintain confidentiality and neutrality while ensuring that all parties are treated fairly and respectfully.
Work closely with HR, Legal, and Compliance teams to ensure that workplace investigations align with organizational policies and legal requirements.
Provide consultation to HR leadership and management on best practices for handling discrimination complaints, misconduct investigations, and employee relations matters.
Maintains confidentiality of data, including legally protected personal information, sensitive decision-making and programmatic data, and other sensitive information.
Operates a motor vehicle to get to/from meetings with managers, employees, and outside parties on a regularly recurring basis.
Performs related duties, as required, or assigned.
GUIDELINES
Guidelines include, but are not limited to, Federal, Virginia and APS employment regulations, programs, processes and procedures such as ADA and Title VII provisions, US EEOC and Virginia Commission on Human Rights (VCHR) procedures, privacy requirements as they relate to personal data, and generally-accepted merit system principles; Arlington School Board Policies (SBPs) and priorities, APS policies and policy implementation procedures (PIPs) on employment processes such as SBP G-2.30 (Employee Relations - EEO) and PIP G-2.13 (Grievance Procedures); the APS Strategic Plan; Department of Human Resources systems, policies, procedures and practices; diversity-inclusion issues/approaches/initiatives pertinent to the workplace; and general references. Some guidelines require strict adherence, some leave gaps and others allow for (or require) discretion and initiative. Incumbent uses mature judgment in selecting and applying guidelines or adapting, adjusting, or developing them.
CONTACTS
Contacts include, but are not limited to, management personnel and employees at all levels, employee advisory committees, employee organizations, injury/disability management personnel, medical professionals, other consultants/contractors and, occasionally, US EEOC and VCHR personnel. Purposes of contacts include, but are not limited to, exchange of routine and non-routine information about EEO, ADA, employee engagement, classification/compensation, and other HR matters. Purposes also include 'active listening' to understand wants, needs, concerns and perspectives of managers, employees/complainants, consultants, and others.
EXPERIENCE:
REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of laws, rules, regulations, case law, principles, and practices related to employee conduct, performance, and dispute resolution.
Knowledge of hiring, classification, benefits, labor relations, negotiation, and federal, state, and local employment regulations.
Knowledge of laws, legal codes, court procedures, precedents, legal practices and documents, government regulations, executive orders, agency rules, government organization and functions, and the democratic political process.
Knowledge of federal and state employment law.
Knowledge of Administrative, Licensed, Certified and Classified contracts preferred at hire.
Ability to promote and follow Board of Education policies, District policies, building and department procedures.
Ability to communicate, interact and work effectively and cooperatively with all people including those from diverse ethnic and educational backgrounds.
Ability to recognize the importance of safety in the workplace, follow safety rules, practice safe work habits, utilize appropriate safety equipment and report unsafe conditions to the appropriate administrator.
Ability to stay current with district policy, standards, and training in the areas of data quality, data privacy, and cyber-security with respect to student and staff data, and related information systems.
Ability to maintain confidentiality in all aspects of the job.
Ability to manage multiple tasks with frequent interruptions.
Ability to manage multiple priorities.
Ability to diffuse and manage volatile and stressful situations.
QUALIFICATIONS:
REQUIRED EDUCATION, TRAINING AND EXPERIENCE REQUIREMENTS
Education
A Bachelor's in Human Resources, Business, Social Science or any other field providing a strong foundation for success in the duties and responsibilities in this class specification, or an equivalent combination of education, experience and training that totals four years, is required .
Experience
Four years of progressively responsible experience in HR management, which include substantive work in workplace or criminal investigations experience, employee relations experience, participation in labor relations training is required .
CONTACT INFORMATION:
EQUAL OPPORTUNITY EMPLOYER
It is the policy of the Arlington County School Board, as stated in the School Board Policy G-2.30, that employment opportunities shall not be restricted, abridged or otherwise adversely affected on the basis of race, color, religion, age, gender, sexual orientation, national origin, marital status, or disability.
PHYSICAL ATTRIBUTES
Work is mainly sedentary and involves light physical effort. It requires moving about to obtain work objects, supplies, etc., distribute work products, coordinate with others, and perform related functions; operating office and communications equipment such as a computer and a telephone; and reviewing written documents containing small print, symbols, and special notations. In driving, uses judgment in consideration of traffic, weather, and other factors.
HAZARDS/UNUSUAL DEMANDS
Most work is performed indoors in offices, conference rooms, etc. Generally, work involves exposure only to normal, everyday risks.
Work involves some after-hours duty and is subject to changing priorities, tight deadlines, peak periods, and emergencies.
APPLY TO:
Candidates must submit an application online and attach a resume, a written statement of interest in and qualifications for this position. Please complete the online Administrative/ Technical application on the APS website in the Employment section, www.apsva.us. A minimum of three (3) letters of recommendation must also be attached. (Recommendation letters may be sent in separately.) APPLICATIONS MUST BE SUBMITTED ONLINE AND WILL ONLY BE CONSIDERED IF ALL REQUIRED INFORMATION IS INCLUDED.
SALARY:
Salary Range: $97,320 to $159,510 based on the 24/25 Pay Plan.
DAYS: