Employee Relations Specialist
Nakupuna Companies, Arlington, VA, United States
Overview
Nakupuna Companies is seeking an Employee Relations Specialist with an emphasis on employee relations and workplace investigations experience. We desire a teammate to support the program with a focus on fostering a respectful, professional, and compliant work environment. This position conducts and leads workplace investigations and reviews, partners with LOB HRM (Human Resources Manager) and management to address performance and conduct matters constructively, and promotes the consistent application of employment laws and organizational policies to ensure fairness and organizational integrity. The specialist provides guidance to managers on employee relations matters, conducts investigations into workplace concerns, and assists in identifying organizational risks and trends. The position will also develop training and job aids to maximize supervisor and employee productivity within the organization.
Responsibilities The following reflects management’s definition of essential functions for this job but does not restrict the tasks that may be assigned. Management may assign additional duties and responsibilities to this job at any time.
Manager Consultation and Performance Management Support: Advise managers on employee performance issues, progressive discipline, corrective actions, and documentation standards
Review proposed disciplinary actions for consistency, equity, and compliance with policy and law
Provide guidance on performance improvement plans (PIPs), conduct expectations, and behavioral standards
Partner with HRM and managers to address conflict resolution and team dynamics concerns
Provide consultation to managers on employee relations matters including workplace conflict, conduct concerns, and performance management
Workplace Investigations
Conduct internal investigations involving allegations of misconduct, harassment, discrimination, retaliation, policy violations, and other workplace concerns
Develop investigation plans, identify relevant witnesses, and collect documentary and electronic evidence
Conduct structured interviews and evaluate credibility using objective assessment criteria
Analyze testimonial and documentary evidence to determine factual findings
Prepare comprehensive, defensible investigative reports that clearly document allegations, findings, policy analysis, and conclusions
Recommend corrective or remedial actions in alignment with organizational policy and risk management standards
Maintain investigation records in accordance with legal and confidentiality requirements
Escalate complex or high-risk investigations to HR leadership or legal counsel as appropriate
Data Analysis and Documentation
Compile and analyze HR data (e.g., complaint trends, disciplinary actions, turnover, performance metrics, exit surveys) to support conclusions and identify systemic issues
Develop summary dashboards or reports to identify patterns and organizational risk areas
Ensure documentation standards meet legal sufficiency and audit requirements
Maintain employee relations case files and tracking systems to ensure timely resolution and compliance with documentation standards
Policy Interpretation and Compliance
Interpret and apply company policies and employment laws including but not limited to Title VII, ADA, FMLA, FLSA, SCA, and other federal/state regulations. Identify legal and reputational risks and escalate complex matters as appropriate
Assist in policy development or revision to address identified gaps or compliance issues
Training and Prevention
Support development and delivery of training related to workplace conduct, harassment prevention, respectful workplace standards, and performance management with the HRM team members
Provide coaching to supervisors on effective documentation and employee communication practices
General Support
Process employee exits including documentation review and coordination with relevant internal departments
Conduct or support exit interviews and analyze feedback to identify potential organizational improvement opportunities
Other duties as assigned
Qualifications To succeed in this role, we’re looking for the following attributes:
Technical Knowledge
Strong knowledge of employment law and regulatory frameworks
Understanding of investigative methodologies and evidentiary standards
Familiarity with HRIS systems and data reporting tools
Ability to manage sensitive situations with professionalism, neutrality, and sound judgment
Analytical Skills
Ability to synthesize complex, and sometimes conflicting, information
Competency in qualitative and quantitative data analysis
Strong critical thinking and risk assessment capabilities
Communication Skills
Ability to conduct sensitive interviews in a neutral and structured manner
Advanced written communication skills for drafting legally defensible reports
Ability to explain complex employment matters clearly to management
Interpersonal Effectiveness
High degree of discretion and confidentiality
Ability to maintain neutrality and objectivity
Conflict management and de-escalation skills
Technology and Education Proficient with Microsoft Office Suite, ADP, Mitra Tech, Cornerstone or related software.
Education and Experience The following outlines the desired and required education and experience:
Bachelor's degree, preferably in human resource management or related field or equivalent combination of education, training, and experience
Three plus years of progressive HR experience, including direct employee relations and workplace investigation experience
Demonstrated experience conducting workplace investigations and preparing formal written findings
Knowledge of federal and state employment laws
PHR, SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) credential preferred
Clearance An active Secret security clearance is preferred but not required. Must be a U.S. citizen.
Physical Requirements
Ability to perform repetitive motions with the hands, wrists, and fingers
Ability to engage in and follow audible communications in emergency situations
Ability to sit for prolonged periods at a desk and working on a computer
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Responsibilities The following reflects management’s definition of essential functions for this job but does not restrict the tasks that may be assigned. Management may assign additional duties and responsibilities to this job at any time.
Manager Consultation and Performance Management Support: Advise managers on employee performance issues, progressive discipline, corrective actions, and documentation standards
Review proposed disciplinary actions for consistency, equity, and compliance with policy and law
Provide guidance on performance improvement plans (PIPs), conduct expectations, and behavioral standards
Partner with HRM and managers to address conflict resolution and team dynamics concerns
Provide consultation to managers on employee relations matters including workplace conflict, conduct concerns, and performance management
Workplace Investigations
Conduct internal investigations involving allegations of misconduct, harassment, discrimination, retaliation, policy violations, and other workplace concerns
Develop investigation plans, identify relevant witnesses, and collect documentary and electronic evidence
Conduct structured interviews and evaluate credibility using objective assessment criteria
Analyze testimonial and documentary evidence to determine factual findings
Prepare comprehensive, defensible investigative reports that clearly document allegations, findings, policy analysis, and conclusions
Recommend corrective or remedial actions in alignment with organizational policy and risk management standards
Maintain investigation records in accordance with legal and confidentiality requirements
Escalate complex or high-risk investigations to HR leadership or legal counsel as appropriate
Data Analysis and Documentation
Compile and analyze HR data (e.g., complaint trends, disciplinary actions, turnover, performance metrics, exit surveys) to support conclusions and identify systemic issues
Develop summary dashboards or reports to identify patterns and organizational risk areas
Ensure documentation standards meet legal sufficiency and audit requirements
Maintain employee relations case files and tracking systems to ensure timely resolution and compliance with documentation standards
Policy Interpretation and Compliance
Interpret and apply company policies and employment laws including but not limited to Title VII, ADA, FMLA, FLSA, SCA, and other federal/state regulations. Identify legal and reputational risks and escalate complex matters as appropriate
Assist in policy development or revision to address identified gaps or compliance issues
Training and Prevention
Support development and delivery of training related to workplace conduct, harassment prevention, respectful workplace standards, and performance management with the HRM team members
Provide coaching to supervisors on effective documentation and employee communication practices
General Support
Process employee exits including documentation review and coordination with relevant internal departments
Conduct or support exit interviews and analyze feedback to identify potential organizational improvement opportunities
Other duties as assigned
Qualifications To succeed in this role, we’re looking for the following attributes:
Technical Knowledge
Strong knowledge of employment law and regulatory frameworks
Understanding of investigative methodologies and evidentiary standards
Familiarity with HRIS systems and data reporting tools
Ability to manage sensitive situations with professionalism, neutrality, and sound judgment
Analytical Skills
Ability to synthesize complex, and sometimes conflicting, information
Competency in qualitative and quantitative data analysis
Strong critical thinking and risk assessment capabilities
Communication Skills
Ability to conduct sensitive interviews in a neutral and structured manner
Advanced written communication skills for drafting legally defensible reports
Ability to explain complex employment matters clearly to management
Interpersonal Effectiveness
High degree of discretion and confidentiality
Ability to maintain neutrality and objectivity
Conflict management and de-escalation skills
Technology and Education Proficient with Microsoft Office Suite, ADP, Mitra Tech, Cornerstone or related software.
Education and Experience The following outlines the desired and required education and experience:
Bachelor's degree, preferably in human resource management or related field or equivalent combination of education, training, and experience
Three plus years of progressive HR experience, including direct employee relations and workplace investigation experience
Demonstrated experience conducting workplace investigations and preparing formal written findings
Knowledge of federal and state employment laws
PHR, SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) credential preferred
Clearance An active Secret security clearance is preferred but not required. Must be a U.S. citizen.
Physical Requirements
Ability to perform repetitive motions with the hands, wrists, and fingers
Ability to engage in and follow audible communications in emergency situations
Ability to sit for prolonged periods at a desk and working on a computer
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