Employee Relations, Anti-Harassment (Part-Time)
Employee Relations / Anti-Harassment Specialist (Part-Time)
Position Summary
The Employee Relations / Anti-Harassment Specialist serves as a trusted advisor and subject matter expert responsible for administering employee relations programs, workplace conduct investigations, and anti-harassment initiatives in support of organizational compliance, employee engagement, and a respectful workplace culture. This role ensures adherence to federal employment regulations, agency policies, equal employment opportunity (EEO) standards, and workplace conduct expectations.
The incumbent partners with HR leadership, legal counsel, management, labor relations, and compliance stakeholders to address employee concerns, investigate allegations of harassment or misconduct, mitigate organizational risk, and foster a safe, inclusive, and accountable work environment.
Key Responsibilities
Employee Relations
Serve as primary point of contact for employee relations matters, including workplace conflict, performance concerns, conduct issues, policy interpretation, and disciplinary actions.
Provide guidance and coaching to managers and employees on employee relations best practices, corrective action, workplace expectations, and conflict resolution strategies.
Conduct intake assessments related to employee complaints, workplace disputes, retaliation concerns, interpersonal conflicts, and policy violations.
Partner with leadership to proactively identify workforce risks, organizational climate concerns, and emerging employee relations trends.
Support performance management processes, including documentation review, performance improvement plans (PIPs), counseling memoranda, and disciplinary recommendations.
Maintain confidential employee relations records and case documentation in accordance with agency and federal recordkeeping requirements.
Anti-Harassment / Workplace Investigations
Administer anti-harassment program activities, ensuring compliance with agency policy, federal anti-harassment requirements, and workplace conduct regulations.
Conduct prompt, impartial, and thorough investigations involving allegations of:
Harassment
Sexual harassment
Hostile work environment
Workplace bullying
Retaliation
Discrimination-related workplace conduct concerns
Employee misconduct
Interview complainants, witnesses, and accused employees; collect documentation; assess credibility; analyze findings; and prepare formal investigative reports.
Develop investigation summaries, recommendations, and risk mitigation strategies for leadership and legal stakeholders.
Coordinate with EEO, Office of General Counsel, Labor Relations, Security, and agency leadership as appropriate.
Track case status, response timelines, outcomes, and compliance metrics.
Policy, Compliance & Risk Management
Interpret and apply:
Federal employment laws
Agency employee conduct policies
Anti-harassment procedures
EEO guidance
Merit Systems Principles
Whistleblower protections
Federal labor relations frameworks (as applicable)
Ensure consistent application of policies across the workforce.
Identify compliance gaps and recommend policy or procedural enhancements.
Assist with audits, reporting requirements, compliance reviews, and internal controls related to workplace conduct programs.
Training & Prevention
Design, coordinate, or facilitate employee and manager training on:
Anti-harassment
Respectful workplace expectations
Bystander intervention
Workplace civility
Employee conduct standards
Retaliation awareness
Complaint reporting procedures
Support culture-building initiatives focused on accountability, inclusion, and psychological safety.
Analyze workplace trends and recommend preventative employee relations interventions.
Stakeholder Collaboration
Partner with:
Human Resources
EEO/DEIA teams
Legal counsel
Labor Relations
Security
Ethics/Compliance
Executive leadership
Provide strategic consultation on sensitive workforce matters.
Support agency leadership in mitigating employee relations and reputational risk.
Required Qualifications
Bachelor's degree in Human Resources, Business Administration, Public Administration, Industrial/Organizational Psychology, or related field.
5+ years of progressive employee relations, workplace investigations, human resources, or labor relations experience.
Demonstrated experience conducting workplace misconduct and anti-harassment investigations.
Strong knowledge of:
Title VII
ADA
ADEA
FMLA
Federal employment regulations
EEO principles
Workplace investigation methodology
Experience preparing formal investigative reports and executive-level case summaries.
Exceptional interviewing, documentation, analytical, and conflict resolution skills.
Ability to handle highly sensitive and confidential matters with discretion.
Preferred Qualifications
Prior federal agency or government contractor experience.
Experience supporting anti-harassment programs in regulated environments.
Knowledge of federal employee relations frameworks and administrative processes.
SHRM-CP, SHRM-SCP, PHR, SPHR, or workplace investigation certification.
Familiarity with collective bargaining/labor relations environments.
Experience working with security-sensitive or highly regulated organizations.
Core Competencies
Employee Relations Expertise
Workplace Investigations
Risk Mitigation
Conflict Resolution
Policy Interpretation
Regulatory Compliance
Executive Communication
Confidentiality & Judgment
Stakeholder Management
Analytical Thinking
Training Facilitation
Documentation Excellence
Work Environment
This position is remote requiring the ability to manage sensitive employee matters professionally and in accordance with agency protocols.
Apply To This Job
Position Summary
The Employee Relations / Anti-Harassment Specialist serves as a trusted advisor and subject matter expert responsible for administering employee relations programs, workplace conduct investigations, and anti-harassment initiatives in support of organizational compliance, employee engagement, and a respectful workplace culture. This role ensures adherence to federal employment regulations, agency policies, equal employment opportunity (EEO) standards, and workplace conduct expectations.
The incumbent partners with HR leadership, legal counsel, management, labor relations, and compliance stakeholders to address employee concerns, investigate allegations of harassment or misconduct, mitigate organizational risk, and foster a safe, inclusive, and accountable work environment.
Key Responsibilities
Employee Relations
Serve as primary point of contact for employee relations matters, including workplace conflict, performance concerns, conduct issues, policy interpretation, and disciplinary actions.
Provide guidance and coaching to managers and employees on employee relations best practices, corrective action, workplace expectations, and conflict resolution strategies.
Conduct intake assessments related to employee complaints, workplace disputes, retaliation concerns, interpersonal conflicts, and policy violations.
Partner with leadership to proactively identify workforce risks, organizational climate concerns, and emerging employee relations trends.
Support performance management processes, including documentation review, performance improvement plans (PIPs), counseling memoranda, and disciplinary recommendations.
Maintain confidential employee relations records and case documentation in accordance with agency and federal recordkeeping requirements.
Anti-Harassment / Workplace Investigations
Administer anti-harassment program activities, ensuring compliance with agency policy, federal anti-harassment requirements, and workplace conduct regulations.
Conduct prompt, impartial, and thorough investigations involving allegations of:
Harassment
Sexual harassment
Hostile work environment
Workplace bullying
Retaliation
Discrimination-related workplace conduct concerns
Employee misconduct
Interview complainants, witnesses, and accused employees; collect documentation; assess credibility; analyze findings; and prepare formal investigative reports.
Develop investigation summaries, recommendations, and risk mitigation strategies for leadership and legal stakeholders.
Coordinate with EEO, Office of General Counsel, Labor Relations, Security, and agency leadership as appropriate.
Track case status, response timelines, outcomes, and compliance metrics.
Policy, Compliance & Risk Management
Interpret and apply:
Federal employment laws
Agency employee conduct policies
Anti-harassment procedures
EEO guidance
Merit Systems Principles
Whistleblower protections
Federal labor relations frameworks (as applicable)
Ensure consistent application of policies across the workforce.
Identify compliance gaps and recommend policy or procedural enhancements.
Assist with audits, reporting requirements, compliance reviews, and internal controls related to workplace conduct programs.
Training & Prevention
Design, coordinate, or facilitate employee and manager training on:
Anti-harassment
Respectful workplace expectations
Bystander intervention
Workplace civility
Employee conduct standards
Retaliation awareness
Complaint reporting procedures
Support culture-building initiatives focused on accountability, inclusion, and psychological safety.
Analyze workplace trends and recommend preventative employee relations interventions.
Stakeholder Collaboration
Partner with:
Human Resources
EEO/DEIA teams
Legal counsel
Labor Relations
Security
Ethics/Compliance
Executive leadership
Provide strategic consultation on sensitive workforce matters.
Support agency leadership in mitigating employee relations and reputational risk.
Required Qualifications
Bachelor's degree in Human Resources, Business Administration, Public Administration, Industrial/Organizational Psychology, or related field.
5+ years of progressive employee relations, workplace investigations, human resources, or labor relations experience.
Demonstrated experience conducting workplace misconduct and anti-harassment investigations.
Strong knowledge of:
Title VII
ADA
ADEA
FMLA
Federal employment regulations
EEO principles
Workplace investigation methodology
Experience preparing formal investigative reports and executive-level case summaries.
Exceptional interviewing, documentation, analytical, and conflict resolution skills.
Ability to handle highly sensitive and confidential matters with discretion.
Preferred Qualifications
Prior federal agency or government contractor experience.
Experience supporting anti-harassment programs in regulated environments.
Knowledge of federal employee relations frameworks and administrative processes.
SHRM-CP, SHRM-SCP, PHR, SPHR, or workplace investigation certification.
Familiarity with collective bargaining/labor relations environments.
Experience working with security-sensitive or highly regulated organizations.
Core Competencies
Employee Relations Expertise
Workplace Investigations
Risk Mitigation
Conflict Resolution
Policy Interpretation
Regulatory Compliance
Executive Communication
Confidentiality & Judgment
Stakeholder Management
Analytical Thinking
Training Facilitation
Documentation Excellence
Work Environment
This position is remote requiring the ability to manage sensitive employee matters professionally and in accordance with agency protocols.
Apply To This Job