MITRE
Senior Employee Relations Specialist
Why choose between doing meaningful work and having a fulfilling life? At MITRE, you can have both. That's because MITRE people are committed to tackling our nation's toughest challengesand we're committed to the long-term well-being of our employees. MITRE is different from most technology companies. We are a not-for-profit corporation chartered to work for the public interest, with no commercial conflicts to influence what we do. The R&D centers we operate for the government create lasting impact in fields as diverse as cybersecurity, healthcare, aviation, defense, and enterprise transformation. We're making a difference every dayworking for a safer, healthier, and more secure nation and world. Our workplace reflects our values. We offer competitive benefits, exceptional professional development opportunities for career growth, and a culture of innovation that embraces adaptability, collaboration, technical excellence, and people in partnership. If this sounds like the choice you want to make, then choose MITRE - and make a difference with us. The Senior Employee Relations Specialist serves as a key advisor and investigator on workplace behavior and performance-related matters. This role leads the organization's efforts to address misconduct, policy violations, and employee disputes in a manner that is fair, legally compliant, and aligned with our mission and values. The Specialist partners closely with managers to administer progressive discipline, investigate concerns, and uphold accountability while fostering a respectful and values-based workplace. Roles & Responsibilities:
Workplace Behavior & Conduct Serve as the primary resource for addressing workplace behavior concerns, including misconduct, insubordination, harassment, discrimination, and other violations of organizational standards. Conduct thorough, impartial investigations into employee complaints and allegations; gather documentation, interview involved parties, and make fact-based determinations. Recommend appropriate corrective or disciplinary actions based on the severity of conduct and consistency with organizational precedent. Disciplinary Process & Performance Accountability Lead and support the progressive discipline process, ensuring consistency, documentation, and alignment with organizational policy and legal standards. Coach managers on documentation, feedback delivery, and performance conversations leading up to and including termination, when necessary. Draft disciplinary letters, performance improvement plans (PIPs), final warnings, and separation documents with legal and ethical rigor. Policy Enforcement & Compliance Interpret and enforce employee handbooks, workplace policies, codes of conduct, and behavior expectations. Stay current on federal, state, and local employment laws and regulations related to workplace conduct, employee rights, and employer responsibilities. Support periodic policy updates and ensure staff and supervisors are educated on key behavior-related expectations. Employee Support & Risk Mitigation Provide employees with clear guidance on complaint procedures and behavioral expectations. Identify and mitigate risks related to employee behavior that may impact organizational health or safety. Collaborate with legal counsel when necessary on high-risk or escalated matters. Training & Capacity Building Develop and deliver trainings for supervisors on appropriate documentation, corrective action, and respectful leadership practices. Promote early intervention and resolution strategies to address workplace concerns before they escalate. Data & Trends Maintain confidential and accurate records of all disciplinary and conduct-related matters. Analyze trends in conduct or policy violations and provide leadership with data-informed insights and recommendations. Basic Qualifications:
Typically requires a minimum of 5 years of related experience with a Bachelor's degree in Human Resources, Employment Law, Business Administration, or related field; or 3 years and a Master's degree; or a PhD with relevant experience who can immediately contribute at this job step; or equivalent combination of related education and work experience. In-depth understanding of employment law, workplace investigations, and documentation best practices. Excellent written communication, including drafting investigative summaries and disciplinary documents. Proven skill in gathering facts, weighing evidence, and applying sound reasoning to resolve complex workplace behavior issues. Excellent analytical and problem-solving skills; able to gather and assess information to make sound decisions. Ability to manage multiple priorities and deadlines in a fast-paced environment. Proficiency with HRIS systems and Microsoft Office Suite (Word, Excel, PowerPoint). Proven ability to manage sensitive and high-risk situations with discretion, fairness, and consistency. Demonstrated ability to apply consistent standards and handle disciplinary actions fairly and objectively. Experience managing emotionally charged situations with composure and impartiality. Commitment to maintaining strict confidentiality when handling sensitive information. Ability to enforce behavior standards in a manner that upholds the organization's values and fosters a respectful workplace. This position requires a minimum of 50% hybrid on-site. Preferred Qualifications:
5+ years of HR experience with significant focus on employee relations, conduct investigations, and disciplinary processes. Professional certification (e.g., SHRM-CP/SCP, PHR/SPHR). Formal training in workplace investigations, employment law, or mediation. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Commitment to Non-Discrimination All qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran or any other status protected by applicable federal, state, local or international law. MITRE intends to maintain a website that is fully accessible to all individuals. If you are unable to search or apply for jobs and would like to request a reasonable accommodation for any part of MITRE's employment process, please email recruitinghelp@mitre.org for general support and collegerecruiting@mitre.org for intern positions. This service is for individuals requiring reasonable accommodation requests. Please note that vendor solicitations will not receive a reply. Benefits information may be found here.
Why choose between doing meaningful work and having a fulfilling life? At MITRE, you can have both. That's because MITRE people are committed to tackling our nation's toughest challengesand we're committed to the long-term well-being of our employees. MITRE is different from most technology companies. We are a not-for-profit corporation chartered to work for the public interest, with no commercial conflicts to influence what we do. The R&D centers we operate for the government create lasting impact in fields as diverse as cybersecurity, healthcare, aviation, defense, and enterprise transformation. We're making a difference every dayworking for a safer, healthier, and more secure nation and world. Our workplace reflects our values. We offer competitive benefits, exceptional professional development opportunities for career growth, and a culture of innovation that embraces adaptability, collaboration, technical excellence, and people in partnership. If this sounds like the choice you want to make, then choose MITRE - and make a difference with us. The Senior Employee Relations Specialist serves as a key advisor and investigator on workplace behavior and performance-related matters. This role leads the organization's efforts to address misconduct, policy violations, and employee disputes in a manner that is fair, legally compliant, and aligned with our mission and values. The Specialist partners closely with managers to administer progressive discipline, investigate concerns, and uphold accountability while fostering a respectful and values-based workplace. Roles & Responsibilities:
Workplace Behavior & Conduct Serve as the primary resource for addressing workplace behavior concerns, including misconduct, insubordination, harassment, discrimination, and other violations of organizational standards. Conduct thorough, impartial investigations into employee complaints and allegations; gather documentation, interview involved parties, and make fact-based determinations. Recommend appropriate corrective or disciplinary actions based on the severity of conduct and consistency with organizational precedent. Disciplinary Process & Performance Accountability Lead and support the progressive discipline process, ensuring consistency, documentation, and alignment with organizational policy and legal standards. Coach managers on documentation, feedback delivery, and performance conversations leading up to and including termination, when necessary. Draft disciplinary letters, performance improvement plans (PIPs), final warnings, and separation documents with legal and ethical rigor. Policy Enforcement & Compliance Interpret and enforce employee handbooks, workplace policies, codes of conduct, and behavior expectations. Stay current on federal, state, and local employment laws and regulations related to workplace conduct, employee rights, and employer responsibilities. Support periodic policy updates and ensure staff and supervisors are educated on key behavior-related expectations. Employee Support & Risk Mitigation Provide employees with clear guidance on complaint procedures and behavioral expectations. Identify and mitigate risks related to employee behavior that may impact organizational health or safety. Collaborate with legal counsel when necessary on high-risk or escalated matters. Training & Capacity Building Develop and deliver trainings for supervisors on appropriate documentation, corrective action, and respectful leadership practices. Promote early intervention and resolution strategies to address workplace concerns before they escalate. Data & Trends Maintain confidential and accurate records of all disciplinary and conduct-related matters. Analyze trends in conduct or policy violations and provide leadership with data-informed insights and recommendations. Basic Qualifications:
Typically requires a minimum of 5 years of related experience with a Bachelor's degree in Human Resources, Employment Law, Business Administration, or related field; or 3 years and a Master's degree; or a PhD with relevant experience who can immediately contribute at this job step; or equivalent combination of related education and work experience. In-depth understanding of employment law, workplace investigations, and documentation best practices. Excellent written communication, including drafting investigative summaries and disciplinary documents. Proven skill in gathering facts, weighing evidence, and applying sound reasoning to resolve complex workplace behavior issues. Excellent analytical and problem-solving skills; able to gather and assess information to make sound decisions. Ability to manage multiple priorities and deadlines in a fast-paced environment. Proficiency with HRIS systems and Microsoft Office Suite (Word, Excel, PowerPoint). Proven ability to manage sensitive and high-risk situations with discretion, fairness, and consistency. Demonstrated ability to apply consistent standards and handle disciplinary actions fairly and objectively. Experience managing emotionally charged situations with composure and impartiality. Commitment to maintaining strict confidentiality when handling sensitive information. Ability to enforce behavior standards in a manner that upholds the organization's values and fosters a respectful workplace. This position requires a minimum of 50% hybrid on-site. Preferred Qualifications:
5+ years of HR experience with significant focus on employee relations, conduct investigations, and disciplinary processes. Professional certification (e.g., SHRM-CP/SCP, PHR/SPHR). Formal training in workplace investigations, employment law, or mediation. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Commitment to Non-Discrimination All qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran or any other status protected by applicable federal, state, local or international law. MITRE intends to maintain a website that is fully accessible to all individuals. If you are unable to search or apply for jobs and would like to request a reasonable accommodation for any part of MITRE's employment process, please email recruitinghelp@mitre.org for general support and collegerecruiting@mitre.org for intern positions. This service is for individuals requiring reasonable accommodation requests. Please note that vendor solicitations will not receive a reply. Benefits information may be found here.