Director, Employee Relations - NY

Team: Talent

Job Level: Director

Reports To: Senior Director

Location: Hybrid - NYC (3-4 days per week on site)

Standard Work Hours: 9a-6p

Full-Time/Part-Time: Full-Time 

Salary: $117,753

 

About Achievement First

Achievement First (AF) is a non-profit 501(c)(3) organization that currently supports 41 public charter schools in New York, Connecticut, and Rhode Island. Consistently rated as one of the top charter school networks in the country for almost 25 years, AF is committed to continuous improvement, programmatic evolution for enhanced student outcomes, and sustainable growth. The majority of AF students are Black and Latinx children from low-income families who will be the first in their families to graduate from college. AF currently employs more than 2,200 staff — 64% of whom identify as Black, Indigenous, and People of Color — who collectively educate nearly 15,000 students in Brooklyn and Queens, NY; New Haven, Bridgeport, and Hartford, CT; and Providence, RI.

The mission of Achievement First is to deliver on the promise of equal educational opportunity for all of America’s children. AF knows that every child—regardless of race, zip code, or economic status—deserves access to great schools. At AF, students realize their potential and develop the skills they need to graduate from high school, succeed in college, thrive in a competitive world, and serve as the next generation of leaders in their communities. At AF, students and staff embark on a shared journey to fulfill their incredible potential.

We are looking for a strategic and dynamic Director, Employee Relations to join our Talent Operations team.

Your Impact

Achievement First’s Talent Operations team ensures strong talent practices are effectively and consistently implemented across the Achievement First network as the organization adapts to scale. The team also seeks to create a world-class employee experience such that all employees feel valued and want to stay at Achievement First to relentlessly support student success.

We believe that compassionate, consistent, and fairly implemented talent practices are critical to our success at building a network of high-performing schools that can close the achievement gap at scale. 

The team accomplishes this by:

• Overseeing comprehensive performance evaluation systems
• Offering competitive total rewards packages
• Fueling people leadership practices with strong talent data, clear guidance, and efficient processes
• Creating avenues for employee input and feedback through various talent management surveys

Reporting directly to the Sr. Director, Employee Relations & HR Policy, you will be responsible for:

Investigations (65%)

• Lead complex workplace investigations, ensuring thoroughness and compliance with legal and organizational standards.
• Prepare investigatory summaries and lead debrief sessions to present findings and recommend corrective actions to mitigate risk and drive improvement.
• Draft critical documents, such as separation letters, Title IX notices, and warning letters.
• Participate in termination meetings as necessary, providing guidance and support for leadership.

Employee Relations & Performance Management (20%)

• Mitigate organizational risk by advising on policy violations, ensuring compliance with organizational policies, and federal, state, and local employment laws.
• Collaborate in the creation, update, and communication of HR policies that define workplace standards and expectations.
• Provide strategic counsel to school principals, conducting regular check-ins to offer guidance on complex employee relations issues and performance management concerns.
• Advise on position eliminations and prepare separation agreements as needed.
• Hold weekly office hours for school staff to address HR and payroll inquiries and employee complaints.
• Guide school leadership teams on addressing performance issues, including developing Performance Improvement Plans (PIPs).

ADA & Leaves of Absence (10%)

• Manage ADA accommodation requests by facilitating the interactive process, ensuring regulatory compliance, and preparing related communications.
• Support medical leave administration, including eligibility evaluation, return-to-work expectations, addressing non-compliance, and facilitating separations when necessary.
• Assist with workers’ compensation claims, ensuring timely and effect