Torchora
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Key Responsibilities and Required Skills for Equal Employment Coordinator

💰 $65,000 - $95,000

Human ResourcesLegalComplianceDiversity and Inclusion

🎯 Role Definition

Are you passionate about fostering a fair, equitable, and compliant workplace? We are searching for a highly skilled Equal Employment Coordinator to join our People & Culture team. In this critical role, you will be the cornerstone of our commitment to equal opportunity and affirmative action. You will be responsible for managing all aspects of EEO compliance, from conducting thorough investigations and developing Affirmative Action Plans to analyzing workforce data and training our team. This position is ideal for a professional who thrives on upholding ethical standards, navigating complex regulations, and making a tangible impact on company culture. As our EEO subject matter expert, you will protect the organization and empower our employees by ensuring our practices are not only legally sound but also inherently fair and inclusive.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Human Resources Generalist
  • Employee Relations Specialist
  • Paralegal (with a focus on employment law)

Advancement To:

  • EEO / Employee Relations Manager
  • Director of Diversity, Equity, and Inclusion
  • Senior HR Business Partner

Lateral Moves:

  • HR Compliance Manager
  • Senior Employee Relations Specialist
  • DEI Program Manager

Core Responsibilities

Primary Functions

  • Conduct prompt, thorough, objective, and impartial investigations into employee complaints of discrimination, harassment, retaliation, and other workplace policy violations.
  • Manage the end-to-end investigation process, including intake, witness interviews, evidence collection, data analysis, and the creation of detailed, well-documented investigation reports.
  • Lead the annual development, implementation, and monitoring of the company's Affirmative Action Plans (AAPs) across all required locations.
  • Analyze workforce data, including hiring, promotions, terminations, and compensation, to identify potential barriers to equal employment opportunity and develop action-oriented programs.
  • Serve as the primary point of contact for government compliance reviews and audits from agencies such as the Office of Federal Contract Compliance Programs (OFCCP) and the EEOC.
  • Prepare and file all mandatory federal and state EEO reports accurately and on time, including the EEO-1 Component 1 and Component 2 and VETS-4212 reports.
  • Develop and deliver engaging and informative training programs for employees, managers, and executives on EEO compliance, preventing harassment, unconscious bias, and fostering an inclusive culture.
  • Provide expert consultation and guidance to HR partners and business leaders on complex and sensitive employee relations issues, ensuring consistent application of policies and legal standards.
  • Manage the interactive process for reasonable accommodation requests under the Americans with Disabilities Act (ADA), including communication with employees and managers, and documenting outcomes.
  • Prepare formal responses to external charges of discrimination from administrative agencies, including drafting position statements and compiling supporting documentation.
  • Continuously monitor, interpret, and advise on developments in federal, state, and local employment laws and regulations to ensure ongoing compliance.
  • Partner with Talent Acquisition to audit and improve recruiting, hiring, and selection processes to mitigate bias and enhance diversity sourcing efforts.
  • Review and recommend revisions to employee handbooks, policies, and procedures to ensure they are compliant and reflect best practices in EEO.
  • Facilitate conflict resolution and mediation to address workplace disputes in a constructive and fair manner before they escalate.
  • Develop and track key performance indicators (KPIs) and metrics to measure the effectiveness of EEO and diversity initiatives, reporting findings to leadership.
  • Maintain meticulous and confidential records of all complaints, investigations, and accommodation requests in accordance with company policy and legal requirements.

Secondary Functions

  • Support the broader Diversity, Equity, and Inclusion (DEI) team by providing data-driven insights from EEO and AAP analyses to inform strategic initiatives.
  • Act as a subject matter expert and resource for the company's Employee Resource Groups (ERGs), providing guidance and support for their initiatives.
  • Collaborate with the Legal department on sensitive employment matters, litigation holds, and in preparation for potential legal proceedings.
  • Participate in cross-functional projects that impact the employee lifecycle, providing an EEO and compliance perspective to ensure fairness is embedded in all people processes.
  • Assist in analyzing employee engagement survey results, specifically focusing on feedback related to fairness, respect, and belonging.
  • Develop and publish educational content and resources for the company's internal communication channels to promote awareness of EEO policies and initiatives.
  • Conduct periodic self-audits of HR processes, such as I-9 compliance, job posting language, and personnel file management, to ensure adherence to compliance standards.
  • Benchmark the organization's EEO and Affirmative Action programs against industry best practices to identify opportunities for continuous improvement.

Required Skills & Competencies

Hard Skills (Technical)

  • Expert Knowledge of Employment Law: Deep understanding of federal, state, and local EEO laws, including Title VII, ADA, ADEA, FMLA, EPA, GINA, and OFCCP regulations.
  • Workplace Investigations: Proven expertise in conducting complex, sensitive workplace investigations from intake to conclusion, including interview techniques and report writing.
  • Affirmative Action Plan (AAP) Development: Demonstrable experience in developing, implementing, and monitoring AAPs, including goal setting and good faith effort tracking.
  • EEO Reporting: Proficiency in preparing and filing mandatory government reports, such as the EEO-1 and VETS-4212.
  • Data Analysis: Strong ability to analyze workforce data using HRIS and tools like Excel or specialized statistical software to identify trends, disparities, and insights.
  • HRIS Proficiency: Experience navigating and extracting data from Human Resources Information Systems (e.g., Workday, SAP SuccessFactors, Oracle).
  • Training and Facilitation: Skill in designing and delivering effective and engaging training sessions on compliance-related topics to diverse audiences.
  • Case Management: Competency in using case management systems to track and document investigations and employee relations issues.

Soft Skills

  • Impartiality and Objectivity: A profound commitment to fairness, neutrality, and conducting work with the highest level of integrity and ethical judgment.
  • Discretion and Confidentiality: The ability to handle extremely sensitive and confidential information with professionalism and tact.
  • Communication: Exceptional written and verbal communication skills, with the ability to articulate complex legal concepts clearly to non-experts.
  • Analytical and Critical Thinking: Meticulous attention to detail and the ability to critically analyze evidence, identify root causes, and make sound, data-driven recommendations.
  • Empathy and Interpersonal Skills: High emotional intelligence and the ability to build rapport and trust with individuals at all levels of the organization during stressful situations.
  • Conflict Resolution: Adept at de-escalating conflict, facilitating difficult conversations, and mediating disputes effectively.
  • Resilience and Composure: The ability to remain calm, professional, and focused while managing multiple high-stakes cases and emotionally charged situations.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree from an accredited institution.

Preferred Education:

  • Master's Degree in Human Resources, Industrial Relations, or a related field.
  • Juris Doctor (JD) or professional HR certification (e.g., SHRM-SCP, SPHR, CAAP).

Relevant Fields of Study:

  • Human Resources Management
  • Law / Pre-Law
  • Business Administration
  • Sociology or Psychology

Experience Requirements

Typical Experience Range:

  • 3-7 years of direct experience in an EEO, employee relations, or HR compliance role.

Preferred:

  • Specific experience in a federal contractor environment, with hands-on responsibility for OFCCP compliance and AAP development.
  • A proven track record of independently managing a caseload of complex workplace investigations.
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