Employee Relations Specialist

Role overview

StepOne Neurodiversity Services is hiring an experienced Employee Relations Specialist to join its Human Resources team. The position centers on managing sensitive employee matters, carrying out detailed investigations, and helping leaders resolve complex workplace issues in a growing behavioral health organization.

The ideal candidate will be highly organized, careful with details, and able to use strong judgment when working with confidential and high-stakes situations. This role acts as the main employee relations contact for managers and staff, supporting investigations, performance management, policy interpretation, leave and accommodation decisions, and broader employee relations programs.

The specialist works closely with operational and clinical leaders to apply policies consistently, address workplace concerns, reduce legal and organizational risk, and contribute to a positive employee experience while maintaining compliance with federal, state, and company requirements. The role reports to the Director of Human Resources.

Core responsibilities

• Lead workplace investigations related to policy breaches, employee complaints, misconduct, harassment, and conflicts at work.
• Collect records, review documentation, interview relevant parties, evaluate the facts, and prepare recommendations for HR leadership.
• Work with managers on concerns involving performance, attendance, professionalism, and workplace behavior.
• Guide leaders through corrective action, performance improvement plans, and employee counseling discussions.
• Act as the main contact for employee relations issues across assigned regions or clinics.
• Handle complaints promptly, thoroughly, and objectively while preserving confidentiality and professionalism.
• Advise managers on conflict resolution, discipline, and terminations.
• Promote fair and consistent application of policies and procedures.
• Support retention efforts by spotting recurring issues and suggesting practical solutions.
• Assist leadership in strengthening engagement and lowering turnover.

Compliance, risk, and policy work

• Help ensure adherence to federal, state, and local employment laws, including FLSA, FMLA, and relevant state rules.
• Maintain compliance with healthcare and behavioral health requirements, including BACB standards where applicable.
• Support audits, document reviews, and corrective action processes.
• Keep employee records and ER documentation accurate and compliant.
• Identify HR-related risk areas and work with leaders on mitigation efforts.
• Interpret and apply company policies consistently for all employee groups.
• Spot policy gaps and recommend updates to HR leadership.
• Assist with policy communication and training efforts.

Performance management

• Run the organization’s performance review process.
• Coach managers on documentation standards and accountability practices.
• Help keep performance management consistent across teams and locations.
• Support leaders in managing underperformance and performance-related concerns.
• Partner on the full performance cycle, including coaching, feedback, corrective action, and termination steps.
• Assist with performance improvement plans and related documentation guidance.
• Track performance management trends and suggest improvements.
• Support annual review cycles and ongoing feedback initiatives.

Leave, accommodations, and related support

• Manage ADA accommodation requests and participate in the interactive process with employees and leadership.
• Oversee FMLA, state leave programs, and other protected leave processes.
• Support compliance with employment laws and internal policies.
• Assist with unemployment claims, records requests, and employment-related audits when needed.

Cross-functional partnership and HR operations

• Work with operational, clinical, and administrative leaders to solve complex people issues.
• Identify employee relations trends and recommend ways to improve stability and reduce risk.
• Support initiatives that improve engagement, accountability, and workplace culture.
• Collaborate with HR and operations teams to align policies, procedures, and workforce initiatives.
• Help develop and communicate HR policies and programs.
• Support change management efforts across clinics or regions.
• Contribute to projects focused on engagement, retention, and organizational effectiveness.

Behavioral health and ABA environment experience

The role requires familiarity with employee relations challenges commonly found in ABA and behavioral health settings, including working with large groups of Registered Behavior Technicians, Behavior Technicians, and clinical staff. It also involves handling issues across home, school, clinic, and community-based services, where attendance and reliability directly affect client care.

Experience should include managing concerns related to cancellations, schedule changes, travel expectations, productivity standards, professional boundaries, client interactions, confidentiality, ethical practice, burnout, compassion fatigue, and retention. The position also calls for the ability to handle conflicts between clinical supervisors and direct service staff, work across multiple states and locations, and support rapid growth in high-volume hiring environments.

Qualifications

Applicants should have a bachelor’s degree, preferably in Human Resources, Business Administration, Organizational Leadership, or a related field. The role calls for at least 4 years of progressive experience in employee relations, human resources, or workforce compliance, specifically supporting ABA behavioral health organizations in an HR or ER capacity.

Strong background in workplace investigations, independent handling of employee relations issues, performance management, and corrective action is required. Experience with FMLA, ADA, EEO, wage and hour matters, and other employment regulations is also needed. Excellent documentation, interviewing, conflict resolution, and problem-solving abilities are essential.

Preferred qualifications include SHRM-CP, SHRM-SCP, PHR, or SPHR certification, along with experience using HRIS platforms, performance management systems, and leave administration tools.

Benefits

• Full healthcare coverage
• Dental and vision benefits with significant employer premium support
• Health Savings Account option
• 401(k) plan with traditional and Roth choices and a strong company match
• Short-term disability, life, accident, and critical illness coverage options
• 15 PTO days per year at the start
• 7 paid holidays each year

Work environment

This position can be done remotely or in a hybrid office setup. The role involves substantial computer-based work and requires clear verbal and written communication, frequent talking, listening, writing, typing, reading, and strong comprehension. Physical demands include regular sitting, standing, walking, and use of the hands and arms.

Equal opportunity statement

StepOne Neurodiversity Services states that it is an EOE/Veterans/Minorities/Women/Disabled/Military Friendly Employer.

Additional information

This is a full-time role based in the United States. No vacancy count, salary amount, start date, or application deadline was provided in the source material.