Description

Make the Road States (MRstates) is the national home for the second-generation Make the Road family of organizations in Connecticut, New Jersey, Pennsylvania and Nevada, this in addition to New York, that serves to uplift the voices of working-class, immigrants, women, LGBTQIA people, and people of color across the Make the Roads umbrella. From an operational spectrum it serves as the Finance and Human Resources Compliance Officers for the umbrella at large. 

Each Make the Road organization has become a leader in their respective state on issues like immigration, education, and economic justice.  Collectively, we represent over 50,000 members and reach thousands more through our actions, services, and policy impact. We work through a shared model and collaborate closely on campaigns, leadership development, fundraising, financial and Human Resources management. 

Our Human Resources Department is a fast-paced department responsible for managing a full umbrella of Human Resources services to the more than 350 employees that are designated across 5 offices in New York State and in 4 other states within the USA.  Our commitment is to make employees feel that they are one of our main priorities as they engage in the important mission of the Make the Road family of organizations. 

Current Opening:

The ideal candidate is an experienced HR professional who enjoys partnering with managers, navigating employee relations matters, conducting workplace investigations, and helping create a fair, consistent, and values-driven workplace. This is a hands-on role focused on execution rather than strategy. The HR Manager will support supervisors, coordinate employee relations matters, administer day-to-day labor processes, and partner closely with the Director of People & Culture.

Key responsibilities include, but are not limited to, the following:

Employee Relations & Supervisor  Support

Serve as a day to day HR resource for supervisors and managers on employee relations matters.
Support supervisors on addressing performance concerns, workplace issues, attendance, feedback and corrective action.
Support the development and review of performance improvement plans, written warnings, and related employee documentation. .
Coordinate follow up on employee relations matters to ensure timely next steps and resolution. 
Identify recurring trends and recommend practical improvements to manager support and workplace practices.

CBA and Labor Administration Support

Support day-to-day administration of Make the Road Collective Bargaining Agreements (CBAs) in alignment with the labor strategy and direction established by the DoPC.

Help track grievances, information requests, deadlines, meetings, and follow-up actions.
Prepare case files, timelines, background materials, and documentation for labor-related matters.
Support supervisors in understanding and consistently following established CBA requirements and HR processes.
Participate in grievance meetings and other labor-management processes as assigned by the DoPC.
Escalate questions involving CBA interpretation, precedent, bargaining strategy, arbitration, settlements, or significant organizational risk to the DoPC.

Workplace Investigations

Support the intake, tracking, and coordination of employee complaints and workplace concerns, included but not limited to:workplace investigations, complaints, harassment, discrimination, retaliation, workplace conduct, grievances, and other sensitive matters.
Assist with investigation planning, interviews, document review, and under the direction of the DoPC prepare clear findings and recommendations.
Maintain accurate, organized, and confidential employee relations case records.
Track open cases, deadlines, follow-up actions, and required documentation. 
Identify and escalate high-risk or sensitive matters appropriately.

Performance Management & Documentation

Support annual and ongoing performance management processes. 
Support supervisors and managers in addressing performance and conduct concerns.
Review and support performance improvement plans, written warnings, and disciplinary documentation.
Guide managers through progressive discipline and corrective action processes in alignment with organizational policy and the CBA.
Prepare recommendations regarding corrective action and other employment decisions.

Supervisor Training & Development

Partner with the DoPC and Chief of Staff to identify supervisor development needs based on recurring trends, workplace challenges and organizational priorities.
Use employee relations trends, recurring workplace challenges, supervisor feedback, and organizational priorities to recommend relevant training topics and areas for skill-building.
Support the development and coordination of a monthly supervisor training program. 
Co-facilitate training on topics such as performance management, documentation, feedback, conflict resolution, employee relations, CBA compliance, and effective people management. 
Support onboarding and HR orientation for new supervisors. 
Provide ongoing coaching and practical support to supervisors and managers.
Gather feedback and help identify emerging needs for future training. 

HR Partnership & Case Management

Maintain accurate and timely employee and labor relations case records.
Ensure deadlines, follow-up actions, and documentation are tracked and completed.
Collaborate with the Senior HR Benefits Manager and other HR colleagues to provide consistent and responsive HR support.
Identify employee relations trends, emerging risks, and opportunities for improvement.
Support cross-functional HR initiatives and organization-wide priorities as needed.
Contribute to HR projects and priorities as needed. 

Requirements

Eligible to work in the U.S
4–6 years of progressive Human Resources experience, including at least 3 years of meaningful employee relations experience.
Relevant Bachelor’s Degree 
Experience supporting  performance, management, corrective action, and workplace concerns.
Demonstrated experience conducting and documenting workplace investigations.
Experience working in a unionized environment and administering collective bargaining agreements strongly preferred.
Working knowledge of federal, New York State, and New York City employment laws.
Demonstrated experience advising, coaching, and supporting supervisors and managers.
Experience supporting  and coaching supervisors and managers.
Strong judgment and the ability to recognize when an issue requires escalation. 
Excellent communication, organization, documentation, case management, and follow-through skills.
Ability to manage multiple sensitive matters with discretion and professionalism. 
Ability to identify patterns and translate employee relations trends into practical supervisor support and training.
Ability to build trust while balancing empathy, accountability, fairness, and consistency.
Fluency in both Spanish and English required, with the ability to communicate effectively with staff and managers in both languages.
Ability and willingness to work in person at least three (3) days per week and travel between MRNY worksites as needed.
Demonstrated commitment to the mission and values of Make the Road.

Job Competencies:

We're looking for someone who is:

Passionate about Employee Relations
Organized and detail-oriented

Calm under pressure
An excellent communicator

Strong at documentation and follow-through
Comfortable coaching supervisors

Experienced conducting investigations
Mission-driven

Fluent in English and Spanish
Comfortable working in a unionized environment
This person should enjoy solving problems, building relationships, and helping managers navigate difficult situations—not necessarily leading organizational strategy.