Part-Time HR Employee Relations & Client Services Consultant

Job Description

Job Description

Overview:

OppCo is a non-profit member organization that provides locally-based non-profit community developers (CDCs) who are building vibrant neighborhoods with an opportunity to achieve the benefits of a larger-scale entity without losing local independence and control. By centralizing financial management and other administrative functions, and by sharing expertise in core programs central to the business of community developers (real estate, asset management, and resident services), OppCo members are better able to meet the need within their communities, to achieve deeper impacts in their core lines of business, and to ensure that change is equitable.

Position Summary

The HR Employee Relations & Client Services Consultant provides day-to-day HR consultation, manager coaching support, and employee relations triage across the OppCo network. This is a part-time position (15–20 hours per week). This role strengthens service delivery by preparing documentation, coordinating follow-through, and resolving routine-to-moderate HR issues in alignment with established standards. The HR Employee Relations & Client Services Consultant supports the SVP HR by reducing avoidable escalations and ensuring consistent execution.

Essential Functions

• Owns first-line HR guidance and manager support across portfolio
• Owns HR case intake, documentation preparation, and resolution tracking
• Owns coordination of HR service delivery with Ops and Recruiting
• Supports SVP HR with recommendations and documentation for escalations
• Supports implementation of HR-related REDI work across the network through manager reinforcement and follow-through
• Supports HR intranet adoption by identifying gaps, routing feedback, and reinforcing tool usage

Core Responsibilities

A. Manager Support & HR Guidance

• Advise managers on performance expectations, documentation practices, and corrective action steps
• Provide coaching for manager conversations (preparation, talking points, follow-up requirements)
• Support leaders with consistent HR guidance aligned to OppCo standards

B. Employee Relations Triage & Documentation

• Conduct intake for employee relations concerns and define next steps
• Prepare documentation including coaching plans, corrective action drafts, performance plans, and separation preparation materials
• Track case status, ensure follow-through, and coordinate escalation when needed

C. HR Service Coordination

• Coordinate with HR Operations & Payroll Manager on operational requirements resulting from HR actions
• Coordinate with HR Recruiting Specialist during hiring escalations or role transitions
• Support consistent response cadence and clear closure on HR requests

D. REDI Support (Implementation and Member Follow-Through)

• Support delivery of HR-related REDI work across full member organizations and affiliate members through implementation coordination
• Reinforce consistent manager expectations and adoption of network REDI practices (as defined by SVP HR)
• Track action items related to REDI implementation support and coordinate follow-up as needed

E. Intranet Support (HR Transactions + REDI Information)

• Support usage of intranet-based HR tools and resources by routing member questions and reinforcing standardized processes
• Identify missing tools, outdated templates, or unclear guidance and communicate updates needed to the intranet owner (HR Recruiting Specialist)
• Coordinate with SVP HR on any intranet changes that relate to high-impact HR practices or network-wide implementation needs

Key Responsibilities

• Managers receive timely guidance with clear documentation standards
• Employee relations issues are triaged quickly and moved toward resolution without drifting
• Cases are documented consistently and escalated appropriately
• Portfolio requests are tracked, communicated, and closed reliably
• SVP time is protected from routine issues through strong preparation and delegation
• REDI work is supported through consistent implementation coordination and follow-through
• HR intranet tools are reinforced and used consistently across the network

Decision Rights & Escalation

This role can independently decide:

• recommended next steps for routine performance and conduct issues
• documentation drafts and coaching guidance aligned to standards
• coordination and prioritization of routine HR requests
• implementation follow-through steps for REDI activities already approved by SVP HR

This role must escalate to SVP HR:

• investigations, legal-sensitive issues, threats, high-risk allegations
• termination decisions and final corrective action recommendations
• policy exceptions or high-stakes employee relations matters
• network-wide REDI direction or changes to REDI standards

Essential Requirement: On-Site Presence

This role requires a consistent schedule with regular in-person, on-site presence across full member organizations and affiliate members to support managers effectively, build trust, and ensure timely issue resolution.

Required Qualifications

• 5+ years HR generalist/partner experience
• Strong judgment, documentation skills, and discretion
• Experience supporting employee relations and manager coaching
• Ability to manage a portfolio across multiple organizations

To Apply: Please submit a letter of interest, resume, and salary requirements to [email protected]

Opportunity Communities (OppCo) provides all administrative and operational infrastructure for OppCo and its Network Members. OppCo and members Nuestra Comunidad, North Shore CDC and The Neighborhood Developers, are committed to diversity, equity, and inclusion in hiring and it is important to us to bring on team members who are passionate about our mission and reflect the BIPOC, immigrant and linguistic backgrounds of the communities our members serve.