Job Description

Randstad is partnered with this employer to fill this crucial role.

The Center for Urban Community Services (CUCS) is a premier human services organization in New York City, dedicated to addressing homelessness, poverty, and mental illness. With an annual operating budget exceeding $100 million, CUCS empowers thousands of individuals each year through integrated housing, health, and social services. Our 700+ employees deliver innovative programs, including supportive housing, medical and mental health care, employment assistance, and professional training for service providers. As a leader in the sector, CUCS is committed to expanding its impact and enhancing its strategies to support its mission of fostering stability and opportunity for the communities we serve.

CUCS is seeking a Workplace Investigator/Labor Relations Specialist to join our Human Resources team. This role is a great opportunity for an HR professional with workplace investigation, employee relations, and labor relations experience who is skilled at navigating workplace concerns, conducting fact-finding, and supporting employees and managers through sensitive and complex situations.

The Workplace Investigator/Labor Relations Specialist will play a key role in conducting timely, objective, and thorough workplace investigations involving employee complaints, misconduct, discrimination, harassment, retaliation, and other employment-related concerns. The role will also provide support on employee and labor relations matters, including performance and conduct concerns, corrective action, grievances, collective bargaining agreement administration, policy interpretation, union-related matters, and workplace conflict. Working closely with HR colleagues, managers, program leadership, Legal and Compliance, and union representatives, as appropriate, the Specialist will help promote fair, consistent, and thoughtful employee and labor relations practices across CUCS.

Essential Duties include, but are not limited to:

• Conduct workplace investigations assigned by Human Resources and complete them promptly, thoroughly, and impartially.
• Meet with Human Resources and, when appropriate, Legal and Compliance to identify the allegations, relevant policies, investigative scope, witnesses, records, and timetable. Promptly disclose any actual or potential conflict of interest and follow any alternate assignment, reporting, or review arrangement established by CUCS.
• Develop an investigation plan and conduct interviews of complainants, respondents, supervisors, managers, and other witnesses. Explain the investigative process, the prohibition against retaliation, and the limits of confidentiality without promising complete confidentiality.
• Ask neutral and appropriate follow-up questions; test material inconsistencies; and obtain sufficient detail to evaluate the allegations fairly.
• Prepare accurate interview notes and, when appropriate, obtain written or confirmed statements. Collect and review relevant materials made available through authorized channels, including complaints, communications, personnel and disciplinary records, performance documents, time and attendance records, schedules, policies, prior complaints, and other evidence.
• Develop clear timelines and evaluate the evidence objectively, including witness knowledge, internal consistency, corroborating or contradictory records, comparator information, timing, credibility considerations, and material factual gaps.
• Coordinate with Human Resources and Legal and Compliance before interviewing a union-represented employee regarding any applicable representation rights or collective bargaining agreement requirements.
• Keep Human Resources and Legal and Compliance informed of significant developments, including newly raised allegations, possible retaliation, safety concerns, evidence-preservation issues, or matters outside the assigned scope, and promptly report any new allegation of retaliation.
• Prepare a clear written report describing the allegations, investigative steps, witnesses and records considered, material evidence, significant inconsistencies and credibility considerations, unresolved factual questions, and factual findings regarding each allegation under the applicable CUCS policy or investigative standard.
• Provide practical recommendations for consideration by Human Resources and Legal and Compliance, present the report, answer questions, and conduct additional fact-finding when requested.
• Maintain complete, organized, and confidential investigation files and accurate case-status records.
• Perform other investigation-related assignments at the direction of Human Resources.
• Support Human Resources with employee and labor relations matters, including workplace concerns and complaints, conflict resolution, performance and conduct matters, disciplinary processes, grievances, collective bargaining agreement administration, union-related matters, and other employee relations activities. Responsibilities may include gathering and reviewing information and documentation, identifying relevant policies or contractual provisions, participating in meetings, supporting managers and HR leadership, preparing summaries or other documentation, tracking matters through resolution, and coordinating with Human Resources, Legal and Compliance, union representatives, outside counsel, or other appropriate parties, as directed.

External Proceedings and Outside Counsel

• When requested and authorized by Human Resources, the Workplace Investigator/Labor Relations Specialist may assist in assembling factual records relating to an EEOC charge or a complaint filed with the New York State Division of Human Rights, New York City Commission on Human Rights, or another government agency; meet with CUCS’s outside counsel; and provide factual statements or testimony concerning an investigation the Specialist conducted.
• The Workplace Investigator/Labor Relations Specialist will not independently communicate CUCS’s legal position, disclose confidential or privileged information without authorization, enter into agreements, or otherwise bind CUCS. Any external participation will be coordinated by Human Resources, Legal and Compliance, or CUCS’s outside counsel.

Role and Decision-Making Boundaries

• The Workplace Investigator/Labor Relations Specialist serves as a fact-finder and makes recommendations for consideration by Human Resources and Legal and Compliance. The Specialist does not make final employment or legal decisions, independently provide legal advice, or serve as CUCS’s labor-relations representative.
• The Workplace Investigator/Labor Relations Specialist may not materially expand an investigation beyond its assigned scope or communicate externally on CUCS’s behalf without authorization.
• Bachelor's degree in human resources, employee or labor relations, business or public administration, psychology, sociology, or a related field preferred. Relevant professional experience may be considered in lieu of a degree.
• At least two years of relevant experience in human resources, employee relations, workplace investigations, performance management, or a related area.
• Experience supporting workplace investigations, employee relations matters, employee complaints, performance or conduct concerns, corrective action, workplace conflict, or manager guidance.

Preferred Qualifications

• Formal workplace-investigation training or certification.
• Experience investigating allegations of discrimination, harassment, retaliation, or failure to accommodate.
• Experience partnering with HR leadership, Legal, or employment counsel on complex employee relations matters is a plus.
• Experience working with employment counsel or supporting responses to EEOC, NYSDHR, or NYCCHR matters.
• Experience supporting managers with performance management, corrective action, and other employee relations matters.
• Experience in a nonprofit, social-services, supportive-housing, health care, unionized, or other multi-site organization.

Knowledge, Skills and Abilities

• Demonstrated ability to conduct objective fact-finding, interview employees and managers, assess conflicting information, review relevant documentation, and clearly document findings.
• Demonstrated ability to prepare clear, balanced, and well-supported written investigative reports.
• Working knowledge of federal, New York State, and New York City laws and principles concerning discrimination, harassment, retaliation, reasonable accommodation, protected leave, and whistleblower activity, including Title VII, the ADA, the ADEA, the PWFA, the FMLA, the New York State Human Rights Law, and the New York City Human Rights Law.
• Strong judgment and the ability to remain neutral when investigating disputed, sensitive, or emotionally charged allegations.
• Excellent written and verbal communication, organization, case-management, and time-management skills, including the ability to manage multiple time-sensitive employee relations matters and investigations
• Ability to handle sensitive personnel information with discretion and travel to CUCS programs, sites, and offices throughout New York City when in-person fact-finding is necessary.

Compensation

The salary offered will depend on the candidate’s relevant experience, qualifications, and demonstrated workplace-investigation skills.

Physical Demands

The physical demands described below are generally required to perform the essential functions of this position. Reasonable accommodations may be provided for individuals with disabilities.

• Sit and stand for extended periods of time.
• Walk, bend, reach, grasp, push, pull, and move as necessary to perform routine job responsibilities.
• Lift and move items weighing up to 15 pounds.
• Walk up and down stairs; most agency sites have elevators.
• Work primarily indoors in a standard office environment and operate standard office equipment.
• View and read computer screens and written documents and enter information into computer systems.
• Travel to CUCS programs, sites, and offices throughout New York City, including by public transportation, as needed to conduct investigations, meetings, and other employee relations activities.

Benefits We Offer:

• Annual Time Off Benefits: 17 days of PTO for new hires, 20 days of PTO after 1 yr of service, 27 days of PTO after 5 yrs of service, 10 Sick days, 3 personal days, 12 paid holidays
• Comprehensive medical, vision, and dental plans
• Employee Assistance Program (EAP)
• 403(b) Retirement Plan
• Pre-tax savings plan (including Flexible Spending Accounts and Commuter Benefit Plan)
• Transit Subsidy
• Paid Family Leave; Short-Term Disability insurance
• Health Savings account
• Life insurance
• Tuition reimbursement

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