Location: Phoenix, Arizona

Compensation: Depends on Experience

OBJECTIVE AND POSITION SUMMARY

The Employee Relations Investigator role is responsible for reviewing sensitive complaints, planning training initiatives on communication & mitigating risk, conducting and communicating with employees a fair and impartial investigation into alleged misconduct in designated business units across multiple states. The Employee Relations Investigator is a neutral factfinder that conducts investigations in a thoughtful, thorough, and objective manner. At the conclusion of the investigation, the Employee Relations Investigator will complete a written summary disposition and communicate outcomes with critical parties involved and leadership.

SUPERVISORY RESPONSIBILITIES

This position may have supervisory responsibilities and will collaborate with HR team members, internal business partners, employees, external and leadership throughout CPLC.

SPECIALIZATIONS

The Employee Relations Investigator maintains an adequate level of business literacy to include but is not limited to the business unit's financial position, its midrange plans, its culture, and its competition. The role uses a wide degree of ingenuity, adaptability, and knowledge to meet the challenges faced daily. Experience with employee relations, conflict management, change leadership, employee coaching, and project management is essential to successfully complete the primary functions of this role.

PRIMARY DUTIES AND ESSENTIAL FUNCTIONS

1. Investigates complex, sensitive, and multi-faceted workplace investigations involving Equal Employment Opportunity (EEO) laws, civil rights complaints, and agency policy violations, such as discrimination, harassment, workplace bullying, and retaliation.

2. Interviews complainant(s), witnesses, and subject(s), as well as identifying and collecting relevant documentation.

3. Document interviews, process steps, and other investigative findings in accordance with CPLC’s investigative process. Enters all employee relations cases into Ethics Suite.

4. Collaborates with the Compliance and Risk Department (as necessary), Human Resources Advisors, Corporate Legal Department, and other stakeholder departments to complete investigations.

5. Effectively interacts with and influences leadership by presenting investigative cases that may warrant a controversial disciplinary action.

6. Present investigative findings to HR Leadership. Prepares impartial written reports and summary of findings with supporting documentation detailing facts and investigatory analysis to determine whether complainant was subjected to behavior or incident that violated CPLC policy.

7. Develops and facilitate investigative training for managers and supervisors, including collaborating with L&D to identify learning modules to assist managers on disciplinary issues.

8. Liaises with business units and HR Advisors to convey all HR-related concerns resulting from investigations.

9. Conducts research and analysis in partnership with Legal to provide insight into environmental trends as it relates to internal and external EEO complaints.

10. Utilizes critical thinking and the ability to analyze large amounts of information to interpret laws and apply them to various situations.

11. Provides critical analysis and interpretation of information received from investigations.

12. Familiarity with federal, state, and local laws, as well as court decisions and trends regarding EEO-related discrimination, harassment, and retaliation.

13. Maintains confidential record-keeping systems of information obtained from investigations.

14. Performs other related duties as assigned.

15. MUST Be Bilingual (English & Spanish)

MINIMUM QUALIFICATIONS AND COMPETENCIES

Education /Background:

1. The ideal candidate will hold a master’s degree in Human Resources, Criminology, Organizational Behavior, or a related area (preferred) and bachelor’s degree is required. Minimally have five (5) years of experience resolving complex employee relations and conflict management issues, and mediation. Will have three (3) years of relevant HR experience or work within a position where HR duties were a primary function of your job. Equivalent combinations of education and experience may meet the qualifications for this position. Candidate will hold a certified HR credential or AWI certification or can obtain certification within one year of employment. AWI or relevant certification preferred.

2. Candidate will have a thorough understanding of Federal and State Employment Law required for states and/or regions they support. Exhibits the ability to learn, navigate and apply laws quickly to other areas upon growth. PC proficiency with various software systems including Office 365, HRIS, and proficiency with ADP preferred.

3. Experience with leadership and employee coaching, and project management is essential to successfully complete the primary functions of this role. Sound judgment, a commitment to compliance and confidentiality, superior written, verbal, and interpersonal communication skills, and attention to detail are essential functions of the Employee Relations Investigator position. Bilingual English/Spanish (preferred). Travel of 20 – 40% may be required.

REMOTE: This is a hybrid position and will be performed remotely 3 days weekly. However, employees must be available to participate in campus, community-based and corporate activities, as needed, even when outside of the required 2 office days weekly.

Effective January 3, 2022, all CPLC Employees and all Service Providers, are required to be Fully Vaccinated against COVID-19. Newly hired employees, who are not Fully Vaccinated at the time of hire, are expected to begin a vaccination series immediately upon hire. CPLC recognizes medical and religious exemptions to the COVID-19 vaccination requirement, in accordance with applicable law and upon approval by CPLC. However, any person approved for an exemption, without exception, is subject to masking, and other requirements established by CPLC from time to time.

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