Employee Relations Specialist
At a glance
Mid-level Employee Relations & Culture role at Weill Cornell Medical College. New York · $78,900–$89,700 base.
hrroles summary, based on the employer's posting.
What you'll do
- Guide non-academic staff through workplace concerns, institutional policies, employment rules and interpersonal conflicts
- Run the reasonable-accommodation process and coordinate with Leave Administration on extended absences and returns to work
- Review employee-relations inquiries, resolve them or route them onward, and keep organized case records
- Support HRAcuity users and prepare requested reports, while tracking vaccine-compliance work
- Process Wellness Room access, conduct exit interviews and help deliver orientation or other training
What you bring
- A bachelor’s degree is required
- About three years in human resources, including hands-on work in conflict resolution, policy interpretation or investigations
- Strong organization and clear oral and written communication
Who this fits
This mid-level role suits someone who can advise employees through sensitive workplace matters and manage detailed case processes. You’ll work Monday through Friday for thirty-five hours weekly in Midtown, reporting to the Employee Relations Manager.
From the employer
Title: Employee Relations Specialist
Location: Midtown
Org Unit: Employee Relations
Work Days: Monday-Friday
Weekly Hours: 35.00
Exemption Status: Exempt
Salary Range: $78,900.00 - $89,700.00
*As required under NYC Human Rights Law Int 1208-2018 - Salary range for this role when Hired for NYC Offices
Position Summary
Responsible for providing support and guidance to non-academic staff related to workplace issues, policies and relationships. Reporting to the Employee Relations Manager, this role serves as a resource to help employees navigate obstacles to a successful and productive work experience.
Job Responsibilities
- Acts as a member of the HR Services-Employee Relations team, collaborating with HR Business Partners and maintaining open lines of communication with other HR functional areas.
- Primarily responsible for managing WCM's reasonable accommodation process under the ADA/other related laws. Works with Leave Administration to proactively manage extended leave and return to work accommodation requests, providing guidance to all involved.
- Counsels individual staff members on workplace issues, WCM policies and applicable employment laws.
- Helps employees through interpersonal conflict, and guides them through the process of reaching successful resolution.
- Intakes and reviews all employee relations issues and inquiries; handles or escalates as appropriate.
- Manages the HRAcuity database by assisting users with its functionality and providing reports, as requested. Maintains thorough and organized documentation of all employee relations matters.
- Takes part in tracking and monitoring various vaccine-related compliance initiatives.
- May assist with compliance projects and initiatives related to WCM employees working outside of NY State.
- Manages WCM’s Wellness Rooms, which includes processing requests for access and ensuring that space is up to requirement standards at all times for employees.
- Assists with managing the exit interview process, primarily conducting exit interviews, but also may be called upon to assist with providing data and reports from exit surveys.
- May be called upon to facilitate New Employee Orientation and other trainings as needed.
Education
- Bachelor's Degree
Experience
Approximately three years of experience working in a Human Resources environment, and practical experience with conflict resolution, policy interpretation, complaint investigation and other employee relations-related activities.Knowledge, Skills and Abilities
- Demonstrated excellent organizational, oral and written communication skills.
Licenses and Certifications
Working Conditions/Physical Demands
Cornell welcomes students, faculty, and staff with diverse backgrounds from across the globe to pursue world-class education and career opportunities, to further the founding principle of “any person, any study.” No person shall be denied employment on the basis of any legally protected status or subjected to prohibited discrimination involving, but not limited to, such factors as race, ethnic or national origin, citizenship and immigration status, color, sex, pregnancy or pregnancy-related conditions, age, creed, religion, actual or perceived disability (including persons associated with such a person), arrest and/or conviction record, military or veteran status, sexual orientation, gender expression and/or identity, an individual’s genetic information, domestic violence victim status, familial status, marital status, or any other characteristic protected by applicable federal, state, or local law.
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