Senior Advisor, Employee Relations & HR Operations

Department: Multiplier CORE Team

Employment Type: Permanent - Full Time

Location: Remote

Reporting To: Director of Human Resources

Compensation: $120,000 - $135,000 / year

Description

ABOUT THE ORGANIZATION: 

Multiplier’s mission is to accelerate impact for initiatives focused on protecting and fostering a healthy, sustainable, resilient, and equitable world. Growing threats to our planet and its people require holistic solutions, both locally and globally. The projects in our portfolio span a broad array of cross-sector strategies in land and ocean conservation, public health, education and leadership, economic development, clean energy, climate resilience, sustainable food systems, energy efficiency, social and environmental equity, and more. 

POSITION SUMMARY: 

The Senior Advisor, Employee Relations and HR Operations is a newly created leadership and accelerator role within Multiplier’s Human Resources team, designed to support our ecosystem of approximately 150 employees. This role focuses on aligning organizational policies, employment regulations, and best practices, while emphasizing exceptional service and support to employees. In addition to offering HR advice and counsel, the Senior Advisor serves as a trusted partner to team members and managers, helping navigate complex workplace challenges and fostering effective communication and engagement. The Senior Advisor will also mentor HR team members, supporting their development and fostering the delivery of high-quality HR services across the organization.   

Primary Responsibilities

Lead Multiplier’s employee relations function, supporting employees and managers by: 

1. serving as a mentor and coach to managers and project directors. Provide thought partnership and strategic support regarding HR employee relations and compliance matters. 
2. staying attuned to organizational and operational changes across the organization. Identify potential employee relations and compliance risks and develop plans to address proactively. 
3. serving as the primary point of contact for employee relations issues. Support both managers and team members through coaching for success, performance improvement processes, and progressive discipline. 
4. supporting employment transitions. Provide coaching and prepare support materials to assist team members and managers through employment transitions, including new employee onboarding, functional role changes, and departures. 
5. addressing complaints or policy violations. Conduct internal investigations and ensure fair and effective resolutions to complaints or policy violations. 
6. providing guidance on compliance-related workforce matters. Advise on accommodations, leave management, and workforce planning in compliance with ADA, FMLA, state-level leave laws, and other relevant regulations. 

Oversee multiple key elements of HR Operations, including: 

1. Policies and procedures: Develop, implement, and update HR policies and procedures, ensuring alignment with legal requirements and operational needs, both proactively and as needs arise. Recommend and implement new ways to streamline procedures to create additional efficiencies in service delivery and support team member satisfaction and retention. 
2. Compliance: Remain current on HR trends, best practices, and regulatory changes. Identify HR-related best practices and existing or potential compliance risks and resource employees, managers, and new projects appropriately. 
3. HR systems: Evaluate, research, and implement improvements to HR systems, including UKG Ready and Pinpoint ATS, with a focus on seamless integration and optimization.  
4. Benefits programs: Oversee the relationship with Multiplier’s benefits broker and the administration of all benefits programs, including medical, dental, vision, COBRA, life insurance, short- and long-term disability, voluntary benefits, and time off accruals. Serve as an employee advocate with workers compensation claims. 
5. Leaves of Absence (LOA): Advise on LOA requests (e.g. FMLA, disability, parental leave), including reviewing options and opportunities in accordance with applicable laws and benefits. 

Collaborate with the Director of Human Resources to drive strategic HR initiatives, including: 

1. Diversity, Equity, Inclusion and Justice (DEIJ): Look for and leverage opportunities to intentionally imbed principles and practices of diversity, equity, inclusion, and justice into HR Opera