Employee Relations/Training Development Specialist - HR

Description

Position Title: Employee Relations/Training Development Specialist -  Human Resources

We are seeking a confident, approachable person who is comfortable engaging in candid, respectful conversations with individuals at all levels of the organization to help connect our people strategy to organizational outcomes. Through collaboration, unbiased decision-making, and customized and impactful employee and leadership development, you will help sustain the best possible workforce to support our initiatives today and into the future.

Reports to: Director – Human Resources

Category: Exempt, Full-Time

Location: Hybrid; must be able to travel to locations as needed

Hours: Mon - Fri, 9:00 - 5:00; including flexing for some evening and weekend hours as needed - must be able to schedule meetings with employees on variable work days, shifts, and site locations.

Our Core Values:

Friendship Place is a Person-First Organization that promotes transparency and ethical practices among our team and those we serve. All individuals in our organization are expected to perform their job duties in a manner consistent with our core values. These include the following: Excellence and Innovation, Finding Ways to Say “Yes,” Caring at the Core, Agents of Change, Support, Empowerment and Development, Building Relationships, Integrity, and Accountability.

Summary:

The Employee Relations/Training Development Specialist plays a key role in fostering a positive, productive workplace culture by supporting fair and consistent employee relations practices and driving staff development initiatives. This position serves as a trusted resource for employees and management, guiding employee relations, conflict resolution, performance management and improvement, and policy interpretation. In addition to managing employee relations cases, the Specialist designs, coordinates, and delivers engaging training and professional development programs that enhance employee skills, leadership capacity, and organizational effectiveness. This role partners closely with HR colleagues and leadership to promote a culture of respect, accountability, and continuous learning across the organization.

Essential Position Requirements and Competencies

Employee Relations & Support

• Serve as a primary point of contact for employees seeking guidance or resolution on workplace issues, concerns, or conflicts.
• Conduct confidential investigations into employee complaints and grievances, ensuring timely, fair, and thorough outcomes.
• Applies sound judgment, neutrality, and problem-solving skills to resolve workplace issues constructively and collaboratively
• Provide coaching and guidance to managers and employees on performance, conduct, policy interpretation, and disciplinary action.
• Partner with leadership to ensure a safe, inclusive, and respectful workplace aligned with organizational values and mission.

Policy, Compliance & Documentation

• Ensure compliance with all applicable federal, state, and local employment laws and nonprofit workplace regulations.
• Support the development, communication, and implementation of HR policies and procedures.
• Maintains strict discretion in handling employee and organizational information.
• Assist in reviewing and updating employee handbooks, procedures, and internal communications related to HR and workplace standards.

Employee Engagement & Culture

• Collaborate with HR leadership to develop and implement initiatives that promote employee engagement, recognition, and retention.
• Gather feedback through surveys, focus groups, and exit interviews to identify areas for organizational improvement.
• Coordinate staff development sessions and wellness initiatives to enhance morale and team cohesion.

Training, Performance & Development

• Oversee the planning, coordination, and implementation of staff training and professional development programs to enhance employee skills, performance, and career growth.
• Assess organizational training needs through collaboration with supervisors and leadership to identify skill gaps and development priorities.
• Coordinate internal and external training opportunities, including workshops, webinars, and certifications, ensuring alignment with organizational goals and compliance requirements.
• Track participation, evaluate training effectiveness, and recommend improvements to support continuous learning and professional advancement
• Support supervisors in managing performance issues constructively and consistently.