Employee Relations and Compliance Partner

Come join NRP’s A+ team! We’ve been recognized as a “Top Workplace” because we promote a culture where our team can build long-term careers and connections. As we grow as a company, our goal is that you will grow in your career.

NRP has been recognized with several industry awards including Top Workplaces; Best and Brightest Companies to Work For; and National Apartment Association’s Best Places to Work.

We value our employees by offering a competitive benefit package including:

• Commission and bonus opportunities

• Paid vacation and sick leave

• 11 Paid holidays

• Paid maternity & parental bonding leave

• Short & long term disability

• Medical/Dental/Vision/Life Insurance

• 401(k) Match

• Training, certification, & growth opportunities

• Employee referral & recognition programs

Since its founding in 1994, NRP has been dedicated to building quality homes for our residents, regardless of income. The NRP Group is a full-service multifamily developer, general contractor, and property manager with assets and operations reaching an expanding range of markets nationwide. For additional information, please visit www.NRPGroup.com.

Employee Relations and Compliance Partner will play a key role in managing employee relations issues and promoting a positive work culture. The ER and Compliance Partner collaborates with the HR team and other departments to ensure that employee concerns are addressed effectively and in compliance with company policies and labor laws. The ER and Compliance Partner understands employment law and regulatory compliance and how to apply it throughout the company. The ER and Compliance Partner serves as a trusted advisor to executive leadership, department managers, and employees alike, fostering a culture of high performance, transparency, accountability to workplace policies and standards.

ESSENTIAL FUNCTIONS

Reasonable Accommodation Statement:

To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily.  Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.

Essential Functions Statement(s):

• Serve as a coach to managers in assisting them in driving a culture of high performance for all employees across the organization.

• Act as a proactive consultant to the business to address performance issues as they arise with the intention of early intervention to correct issues.

• Provide guidance and support to new managers on writing, issuing, and coaching through performance improvement plans.

• Work with employees and managers on complaints and conflict resolution.

• Partner with HRBPs on employee performance reviews and next steps on employee and manager follow up based on ratings.

• Conduct impartial, timely investigations: intake, interview planning, documentation, findings, and resolution recommendations.

• Organize and facilitate manager training sessions on addressing performance issues in a high performing environment.

• Perform exit interviews, turnover and federal compliance reporting.

• Analyze exit interview data and turnover trends by role, site, manager, region. Translate insights into recommendations and action plans with leaders and HR.

• Strong ability to build relationships and partnerships to help establish presence as the ER subject matter expert.

• Partner with Legal on risk assessments, demand letters/agency charges, and separation strategies.

• Maintain and update Employee Handbook and policies, ensuring legal alignment with federal, state, and local laws.

• Collaborate with HR and management to ensure compliance with labor laws and company policies.

• Manage labor law posters and other postings required by federal, state, and local government throughout all offices, properties, and construction sites.

• Continuously monitor changes in federal, state, and local labor laws, as well as industry-specific regulations. Anticipate impacts on the organization and recommend timely adjustments to HR practices.

• Conduct regular audits of HR policies and employee practices to identify compliance gaps and potential risks.

• Work within the HR team to understand mult