Employee Relations Coordinator

If you are looking for a great employment opportunity, Housing Development Corporation MidAtlantic (HDC) is currently seeking an Employee Relations Coordinator.

HDC MidAtlantic envisions a world where a safe, welcoming, affordable place to call home is open to everyone. We believe home shouldn’t be an impossible dream; it should be an attainable reality. We are resident advocates, trusted developers, property managers, community partners, and collaborators. We are part of the fabric of our towns and cities, and have been working with our neighbors since 1971 to create real change and meaningful connections. As champions of the greater good, we are committed to advancing equity, we open the door to opportunities, and we build homes that we can all be proud of.

HDC owns and/or manages over 3,300 apartments, providing housing that is safe and affordable to those with lower incomes, focusing on seniors, families, and individuals living with disabilities. Serving nearly 4,500 residents in 67 communities located in urban, suburban, and rural areas across Pennsylvania, Delaware and Maryland, HDC builds hope and opportunity for all residents to reach their full potential by creating, preserving, and strengthening affordable housing communities.

Benefits at HDC MidAtlantic

Medical, Dental & Vision Coverage (Available Day 1)
401(k) with 3.5% Employer Match
4 Weeks Paid Time Off
11 Paid Holidays + Floating Holiday (Available Day 1)
12 Weeks Paid Parental Leave
Summer Hours – Office closes at 12 PM on Fridays
Employer Paid Life & Long-Term Disability Insurance
Employee Assistance Program
Student Loan Reimbursement (Eligible Non-Profit Employees)
Employee Housing Opportunities
Paid & Subsidized Professional Development

The Employee Relations Coordinator serves as a key partner within the Human Resources team, strengthening HDC’s workplace culture by ensuring employee concerns, performance matters, and workplace issues are addressed consistently, fairly, and in alignment with HDC’s mission and core values.

Working in close collaboration with the Director of Human Resources and the Talent Management Specialist, this role leads the employee relations function by managing complex and sensitive matters across the employee lifecycle, including investigations, performance concerns, conflict resolution, leave and accommodation support, offboarding, and compliance-related risk. The Employee Relations Coordinator applies sound judgment, discretion, and empathy to support employees and leaders while protecting the organization and reinforcing a culture of accountability, respect, and trust.

Essential Duties and Responsibilities:

The following statements reflect the general duties, responsibilities and competencies considered necessary to perform the essential duties and responsibilities of the job and should not be considered as a detailed description of all the work requirements of the position. HDC may change the specific job duties with or without prior notice based on the needs of the organization.

Employee Relations

Serve as the primary point of contact for employee relations concerns, responding with professionalism, discretion, confidentiality, and a high level of customer focus.
Assess, manage, and resolve employee relations matters across the employee lifecycle, including performance concerns, conduct issues, and workplace conflicts.
With the direct support of the Director of HR, conduct impartial workplace investigations, including interviews, documentation review, analysis, and preparation of findings and recommendations.
Maintain accurate, confidential employee records; identify trends, risks, and opportunities for organizational improvement.
With the direct support of the Director of HR, provide guidance to managers on employee relations matters, performance management, and risk mitigation.
Collaborate with the Director of Human Resources on active cases, findings, and outcomes; Director of Human Resources will consult with legal counsel as appropriate.
Responsible for managing all workers’ compensation claims, including ongoing communication with injured employee, witnesses and employee’s manager, as well as coordinating all necessary information and the follow-up with workers’ compensation insurance company.

Training

In collaboration with HR team, design, deliver, and/or coordinate organizational-wide training programs related to benefits, HR policies, compliance, and performance.

Benefits Support

Support employees and managers with leave of absence requests, including FMLA and disability-related leaves, ensuring compliance with applicable laws and policies.
Facilitate the interactive process for reasonable accommodations under the Americans with Disabilities Act (ADA).
Assist employees with benefits enrollment and benefit-related inquiries; coordinate with brokers and carriers as needed.

Accountability & Offboarding

Support disciplinary and termination processes by preparing documentation, coordinating meetings, and representing HR as needed.
Conduct respectful exit interviews and support offboarding processes to capture feedback and inform continuous improvement.
Travel to properties as needed to conduct investigations, assessments, or employee meetings.
Accountable for contributing to established Human Resources key performance indicators related to employee satisfaction, insurance cost mitigation, and operational efficiency through consistent, compliant employee relations practices.

HRIS & Payroll Support

Maintains and updates HRIS records to ensure data accuracy, confidentiality, and compliance, and prepares routine and ad hoc reports to support leadership decision-making and trend analysis.
Collaborate with Finance to support accurate and timely payroll processing, including leave-related pay adjustments and benefits deductions.
Perform other related duties as assigned in support of the Human Resources team.

Education, experience, and special requirements:

Bachelor’s degree in Human Resources, Business Administration or related field is preferred, or equivalent in work experience.
Two (2) to four (4) years’ experience in an Employee Relations or HR Generalist role is preferred.
Professional in Human Resources (PHR) or Society for Human Resources Management Certified Professional (SHRM-CP) certification is preferred.
Demonstrated knowledge and application of federal, state and local employment laws and regulations such as Title VII, ADA, FLSA, FMLA, ADEA, OSHA and other areas.
Experience with Human Resources Information Systems (HRIS) and payroll systems is required – preferred experience with ADP.
Strong communication skills and ability to communicate effectively with all levels of leadership, including executive levels.
Ability to work through complex talent matters bringing resolution in a respectful and professional manner.
Ability to exercise a high level of discretion and maintain strict confidentiality in their work.
Demonstrated skills in negotiation, facilitation and mediation.
Travel up to 20% of the time to conduct investigations, assessments and employee meetings.
Successful completion of pre-employment drug screening and criminal background check.

Core Competencies (skills, knowledge, or abilities):

Quality of Work: Demonstrates commitment to their area of work, capability, and efficiency in completing work, and dedication to providing the highest quality deliverables and services. Takes ownership of their work and understands its impact on residents, partners, and the organization. Strives for excellence and motivated to give their best.

Teamwork and Collaboration: Able to work with colleagues toward shared goals. Understands the value of collaboration and teamwork to the success of their role, and willingly shares in responsibility and recognition when contributing to the capacity of the team. Works effectively and respectfully within and across teams and departments.

Communication: Demonstrates effective and proactive communication skills appropriate to their role; gives and seeks honest, respectful feedback; acts with integrity and empathy; mindful of managing and expressing one’s emotions respectfully in all situations. Understanding of diverse perspectives, viewpoints, and experiences.

Continuous Learning: Actively identifies new areas for self-learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application. Takes initiative in the professional development.

Results Oriented: Reliably delivers intended results, on time and within budget. Is solution-oriented and able to adapt in face of challenges; able to analyze and prioritize situations to solve problems; displays sound judgment and makes decisions in alignment with departmental and organizational goals.

Normal work environment:

•Work environment will be indoors and outdoors and will require 30% travel.

•Requires minimal physical demands: regularly sitting, some standing, bending, walking, and lifting up to 10 pounds.

Equal Opportunity Employment

We believe in and practice equal opportunity. HDC MidAtlantic is an equal opportunity employer and does not unlawfully discriminate against employees or applicants for employment on the basis of an individual’s race, color, religion, creed, gender identity or expression, sexual orientation, sex, national origin, age, disability, marital status, veteran status, or any other status protected by applicable law. This policy applies to all terms, conditions, and privileges of employment, including recruitment, hiring, placement, compensation, promotion, discipline, and termination.