Assistant Director or Sr. HRBP, Employee Relations

As a leader in advancing New York's energy transition, the New York State Energy Research and Development Authority (NYSERDA) has remained a credible, objective and trusted partner in our State's energy planning as well as deploying new and innovative technologies to expand New York's economy. NYSERDA has worked for the past 50 years to protect the environment and help New Yorkers increase energy efficiency, lower energy costs and reduce reliance on fossil fuels. NYSERDA engages with stakeholders including residents, business owners, developers, community leaders, local government officials, universities, utilities, investors, entrepreneurs, and more, to develop, invest, and foster conditions that:

• Attract the private sector capital investment needed to expand New York's clean energy economy.
• Overcome barriers to using clean energy at a large-scale in New York.
• Enable New York's communities and residents to benefit equitably in the clean energy transition.

Job Overview

The Sr. HRBP, Employee Relations/Assistant Director, Employee Relations under the direction of the Director, People Governance and Leadership Development, serves as a trusted advisor to managers and employees, and supports the stewardship of NYSERDA's people practices. The role is responsible for the administration, coordination, documentation and resolutions of employee relations activities, supports compliance efforts, and serves as a resource and practitioner for routine inquiries related to policies, investigations, presumptive training and education, and employee resolutions. The role partners closely with managers and employees to resolve complex workplace issues.

Additionally, this role contributes to the fair and consistent administration of employee relations processes, policy administration and HR governance, and helps ensure timely and accurate communication across departments. The hired candidate will play a key role in fostering a positive and productive workplace by ensuring our processes align with state and federal labor laws and NYSERDA policies. This role supports a culture of fairness and respect, and works closely with the Director, legal and managers/employees to resolve conflicts, conduct investigations, and makes actionable recommendations to the Learning and Development team drive employee engagement initiatives. This role may report to NYSERDA's NYC or Albany, NY office. Travel required up to 20 percent.

Primary Responsibilities

• Serve as the primary contact and investigator on complex employee relations matters, including performance management, investigations, corrective action, misconduct, and workplace conflict.
• Provide guidance and support on policies, procedures, and workplace practices.
• Conduct investigations, ensuring procedural fairness, thorough documentation, and risk mitigated outcomes.
• Recommend and advise Director of outcomes on sensitive personnel decisions, including discipline, and termination considerations, balancing compliance, consistency, and organizational values.
• Partner with managers to resolve conflicts, mediate disputes, and recommend corrective actions where necessary.
• Ensure compliance with employment laws, regulations, and internal policies; provide guidance on risk mitigation strategies.
• Maintain accurate documentation of employee relations cases, investigations, and outcomes.
• Analyze employee relations trends and recommend proactive strategies to reduce risk and improve engagement.
• Review and maintain the development, interpretation, implementation, and ongoing administration of HR policies and procedures.
• Collaborate across teams to inform and support the design and implementation of employee engagement, recognition, and retention programs.
• Support performance management processes by advising managers on performance improvement plans, and disciplinary actions.
• Provide guidance and training to managers and employees on policy application to promote consistency and understanding.
• Act as a cultural ambassador, promoting positive employee experiences in the workforce.
• Assist in interpreting and explaining policies and procedures to managers and employees under guidance from Director.
• Draft responses to employee grievances and disciplinary matters, including gathering documentation and scheduling meetings.
• Attend meetings with relevant staff members to document discussions and follow up on action items.
• Maintain and update the manual and online systems for tracking employee relations cases, ethics compliance, and related reports.
• Assist in preparing summaries, reports and presentations.
• Manage and oversee staff resources reporting to this role.
• Perform all managerial and supervisory responsibilities with respect, fairness, consistency, and inclusion across the workforce.

Minimum Qualifications

• For the Assistant Director title (Salary range: $127,507-$160,911)
  • Bachelor's Degree with a focus on Human Resources or related disciplines and at least 7 years of progressive Employee Relations experience with significant time leading complex Employee Relations casework (investigations, findings, corrective actions and terminations as a primary position function). 3 years of experience in a Human Resources supervisory capacity with full-scale HR Management capabilities.
• For the Sr. HRBP title (Salary range: $115,283-$145,682)
  • Bachelor's Degree with a focus on Human Resources or related disciplines and at least 6 years of relevant experience in conflict resolution or mediation including 2 years in a supervisory capacity.
• Experience working with online customer relationship management system or Employee Relations/ case management tools.
• Experience in at least a couple of different HRIS.
• Experience working within and reporting from HR Information Systems.
• Demonstrated experience conducting workplace investigations end-to-end (intake, scoping, interview strategy, evidence review, credibility assessment, findings, report writing, recommendations).
• Proven track record applying progressive discipline and advising leaders through high-risk decisions (suspension, last chance warnings, termination) with documentation that withstands scrutiny.
• Hands-on ownership of policy administration (drafting, interpreting, updating, training, rollout and change management).
• Experience supporting performance management escalations (PIPs and above), including ensuring procedural fairness and consistency.
• Ability to write clear, defensible investigation reports and leadership-ready case summaries (facts, analysis, findings, rationale, recommended action).
• Comfort using HRIS/case management tools to maintain case logs, evidence, outcomes, and trend reporting with disciplined records management.
• Strong written, verbal and presentation skills with ability to build trust and credibility across the organization.
• Ability to navigate successfully through difficult conversations.
• High level of discretion and sensitivity in handling confidential information.
• Ability to build effective working relationships across departments.
• Working knowledge of employment laws, labor relations, and HR best practices.
• Working knowledge in conducting moderate to severe workplace investigations.
• Ability to analyze data and trends to drive decisions and recommend solutions.
• Strong organizational and time management skills; able to handle multiple priorities effectively.

Preferred Qualifications

• For the Assistant Director title (Salary range: $127,507-$160,911)

  • Master's degree with a focus on Human Resources or related disciplines and at least 6 years of relevant experience in conflict resolution or mediation including 3 years in a supervisory capacity.

• For the Sr. HRBP title (Salary range: $115,283-$145,682)

  • Master's Degree with a focus on Human Resources or related disciplines and at least 5 years of relevant experience in conflict resolution or mediation including 2 years in a supervisory capacity.

• PHR, SPHR, SHRM-CP, SHRM-SCP or specific workplace investigation training/certification a plus.

• Advanced skill in investigation methodology; trauma informed interviewing, neutrality, due process confidentiality boundaries, and anti-retaliation controls.

• Comfort delivering unpopular recommendations when warranted, with logic, evidence and fairness.

• Strong cross-functional partnership skills with Legal, Compliance/Ethics, Facilities, People Operations, and DEI, with clear boundaries and decision rights.

Please submit two files, one for your cover letter and another for a resume.

Please note that during the application process, you may be prompted to opt-in to Artificial Intelligence ("AI") scoring. This is an automatic request in the ADP system but is not a feature that is used by NYSERDA in its recruiting and hiring process. Your response will have no impact on your application to NYSERDA.

For further information on our hiring policies, employment opportunities for people with disabilities and EEO please click on this link and scroll down to the Policies section.