Employee Relations Specialist

Advance Your Career with E2 Optics

Are you ready to elevate your career with an award-winning, Woman-Owned technology integrator that's leading the charge in the data center revolution? E2 Optics is one of the fastest-growing and most stable companies at the core of the tech industry—powering the infrastructure behind AI, cloud computing, and the innovations of tomorrow.

At E2 Optics, you will work with cutting-edge systems in some of the most advanced environments in the world. We invest in your growth through hands-on experience, industry certifications, and leadership opportunities that put you in charge of teams and outcomes. Collaboration is in our DNA—we believe in lifting each other up, mentoring with purpose, and celebrating every win.

If you're looking to be part of something meaningful, fast-moving, and future-focused, your next opportunity is here. Join one of America's largest and fastest-growing tech integrators and help us shape what's next.

What You'll Do

• Safety is E2 Optics' number one core value. All employees are expected to follow safe work practices, as well as adhere to company and client worksite safety policies and procedures.
• Lead timely, thorough, and impartial investigations involving harassment, discrimination, retaliation, workplace conduct, policy violations, ethics concerns, bullying, threats, and other serious employee complaints.
• Determine investigation scope and plans; interview complainants, respondents, witnesses, managers, and other relevant individuals.
• Review documentation, electronic communications, policies, records, and other relevant evidence.
• Maintain clear, organized, and confidential investigation notes and case documentation.
• Evaluate evidence and prepare objective findings, investigation summaries, and recommendations for HR leadership.
• Ensure investigations are handled consistently and in accordance with company policy and applicable employment laws.
• Escalate matters to HR leadership, Safety, or other appropriate partners when necessary and support appropriate communication and follow-up regarding outcomes.
• Serve as an escalation and consultation resource for HR Generalists and leadership on complex, sensitive, or higher-risk employee relations matters.
• Help determine whether concerns require coaching, informal resolution, formal investigation, corrective action, or escalation.
• Provide guidance on final written warnings, suspensions, termination recommendations, and significant employment actions when appropriate.
• Advise HR partners on documentation, policy application, consistency, past practice, and potential risk.
• Provide guidance on corrective actions resulting from workplace investigations.
• Support matters involving harassment, discrimination, retaliation, ethics concerns, significant misconduct, workplace conflict, or other elevated-risk issues.
• Partner with HR leadership and Legal on significant employee relations, compliance, or legal risks.
• Identify inconsistencies in disciplinary practices and recommend appropriate action.
• Support sensitive employee conversations when appropriate.
• Own and maintain the Employee Relations case management process and case tracker, ensuring complaints, investigations, significant ER matters, outcomes, and supporting documentation are accurately recorded through resolution.
• Monitor open investigations and case timelines to ensure timely follow-up and closure.
• Establish consistent investigation and case documentation standards while maintaining appropriate confidentiality and access controls.
• Track and analyze key ER metrics, including complaint and investigation volume, investigation findings, harassment/discrimination/retaliation allegations, significant conduct or policy violations, repeat employee or leadership concerns, location and department trends, closure time, and recurring issues.
• Identify patterns that may indicate leadership, culture, compliance, or organizational concerns.
• Develop regular ER reporting for HR leadership highlighting trends, areas of risk, and recommended actions.
• Recommend targeted HR support, leadership coaching, training, policy clarification, or other interventions based on identified trends.
• Partner with HR leadership and HR Generalists on action plans and monitor results to determine whether interventions are improving outcomes.
• Support audits and reviews of ER practices and documentation and assist with improving investigation procedures, templates, case management tools, and ER guidelines.
• Coach HR team members on investigation practices, interviewing techniques, documentation, risk identification, and appropriate escalation.
• Develop and provide training and resources for HR and managers on investigation fundamentals, harassment, discrimination, retaliation, preventing retaliation, documentation, complaint recognition, policy application, and appropriate escalation.
• Strengthen HR Generalist capability to effectively manage routine employee relations matters within the business.
• Use ER and investigation trends to recommend targeted training or coaching for specific locations, teams, or leaders.
• Stay current on employment laws, regulatory requirements, and Employee Relations best practices.

What We Are Looking For

• High School Diploma or GED required.
• Bachelor's degree in Human Resources, Business Administration, Employee Relations, or related field preferred.
• 3–5+ years of progressive Human Resources or Employee Relations experience.
• Demonstrated experience conducting complex workplace investigations.
• Strong knowledge of employee relations practices and workplace investigation principles.
• Working knowledge of federal and state employment laws, including EEO, ADA, FMLA, Title VII, and anti-retaliation requirements.
• Experience with ER case management, tracking, and reporting.
• Experience supporting a multi-location and/or field-based workforce preferred.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or workplace investigation certification/training is a plus.
• Strong investigative, interviewing, analytical, and case-management skills.
• Excellent judgment with the ability to remain neutral and objective.
• Ability to assess employee relations, compliance, and organizational risk.
• Strong written documentation and investigation report-writing skills.
• Ability to handle highly confidential and sensitive information.
• Ability to identify meaningful patterns and trends and translate them into actionable recommendations.
• Ability to manage multiple complex investigations and ER matters simultaneously.
• Strong interpersonal and communication skills with hourly employees, managers, senior leaders, and HR professionals.
• Ability to navigate challenging conversations and provide consultation without unnecessarily taking ownership away from HR business partners.
• Ability to distinguish routine employee relations matters from issues requiring formal investigation or escalation.
• Timeliness, thoroughness, and quality of workplace investigations and documentation.
• Timely closure and accurate tracking of ER cases.
• Consistency and quality of investigation findings and recommendations.
• Identification and escalation of emerging employee relations, leadership, culture, and compliance risks.
• Reduction in repeat or recurring ER issues.
• Effectiveness of interventions implemented in response to identified trends.
• Quality of consultation and partnership with HR Generalists, leadership, Legal, Compliance, and Safety.
• Increased HR and manager capability in handling employee relations matters appropriately.

What We Offer

• Competitive pay
• Opportunities for professional development and career growth.
• BICSI training facilities
• A supportive and inclusive work environment.
• Health, dental, and vision insurance.
• Paid time off and holidays.

Work Environment and Physical Demands

The standard work environment for this position is an indoors business office and construction environment. The noise level in the work environment is usually moderate. This role requires sitting, use of hands and arms, verbal communication, and occasional physical movement such as stooping or kneeling. The employee is frequently required to stand and walk. The employee must regularly lift and/or move up to 40 pounds and frequently lift and/or move up to 25 pounds. The employee must regularly carry and climb ladders to 20 feet. Must be able to operate equipment such as scissor lifts, telehandlers, boom lifts, and UTVs (buggies) if required to do so. The employee may also be required to work in tight and confined spaces. The physical demands described here are representative of those that must be met to successfully perform the essential functions of this job. When possible, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Disclaimer

The above job definition information has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications