Equal Opportunity Advisor (EEO / Diversity & Inclusion Specialist)

🎯 Role Definition

As our Equal Opportunity (EO) Advisor, you will serve as the cornerstone of our commitment to a fair and equitable workplace. You are a subject matter expert and trusted consultant on all matters related to Equal Employment Opportunity (EEO), Affirmative Action (AA), and diversity and inclusion. This role is responsible for ensuring organizational compliance with federal, state, and local EEO laws and regulations. You will manage the full lifecycle of discrimination and harassment complaints, from intake and investigation to resolution and reporting. Beyond compliance, you will be a proactive force in shaping a positive organizational culture, developing impactful training, and analyzing workforce data to identify and dismantle barriers to equity.

📈 Career Progression

Typical Career Path

Entry Point From:

Human Resources Generalist / Business Partner
Employee Relations Specialist
Paralegal with a focus on Employment Law

Advancement To:

Director of EEO & Compliance
Chief Diversity Officer
Senior Director, Employee Relations

Lateral Moves:

Senior HR Business Partner
Employee Relations Manager
Organizational Development Consultant

Core Responsibilities

Primary Functions

Conduct prompt, thorough, and impartial investigations into complex employee complaints of discrimination, harassment, retaliation, and other EEO-related violations, from intake to resolution.
Serve as the primary point of contact for employees and managers seeking guidance on EEO rights, responsibilities, and workplace conflict resolution.
Develop, implement, and manage the organization's Affirmative Action Plans (AAPs) in compliance with Office of Federal Contract Compliance Programs (OFCCP) regulations.
Prepare and file mandatory government compliance reports, including the EEO-1 and VETS-4212 reports, ensuring accuracy and timeliness.
Design, develop, and deliver engaging and comprehensive training programs for all levels of the organization on topics such as EEO, anti-harassment, unconscious bias, and inclusive leadership.
Provide expert consultation and advice to senior leadership, HR colleagues, and department managers on a wide range of EEO and employee relations matters.
Analyze workforce data, including hiring, promotion, compensation, and termination data, to conduct barrier analyses and identify potential areas of disparity.
Draft detailed, well-written investigative reports, summaries, and position statements for internal review and in response to external agency charges (e.g., EEOC, state FEPAs).
Manage the interactive process for reasonable accommodation requests under the Americans with Disabilities Act (ADA), providing guidance to managers and employees.
Facilitate mediation, conflict resolution, and other alternative dispute resolution (ADR) methods to resolve workplace disputes at the lowest possible level.
Stay current on evolving EEO laws, regulations, court decisions, and industry best practices to ensure the organization's policies and procedures remain compliant.
Review and recommend revisions to company policies, procedures, and practices to ensure they promote equity and mitigate risks of discrimination.
Serve as the company liaison with federal and state civil rights enforcement agencies, such as the EEOC and OFCCP, during audits, investigations, and compliance reviews.
Manage and maintain confidential case files and tracking systems for all EEO complaints, investigations, and accommodation requests, ensuring meticulous documentation.
Partner with Talent Acquisition to review recruitment and selection processes, providing guidance on inclusive hiring practices to attract a diverse talent pool.
Lead and support the activities of employee resource groups (ERGs) and diversity councils, acting as an advisor to help them achieve their goals.
Conduct climate assessments and focus groups to gauge employee morale, identify cultural challenges, and recommend data-driven interventions.
Provide expert counsel on the EEO implications of proposed personnel actions, such as reorganizations, reductions in force, and performance management decisions.
Develop and disseminate clear, accessible communications and resource materials to educate the workforce on EEO policies and initiatives.
Partner with the legal department on sensitive cases, litigation holds, and in preparation for legal proceedings related to employment claims.
Monitor and evaluate the effectiveness of diversity and inclusion programs, using key performance indicators (KPIs) to measure progress and impact.

Secondary Functions

Support ad-hoc data requests related to workforce demographics, complaint trends, and diversity metrics for leadership presentations and strategic planning.
Contribute to the organization's diversity and inclusion data strategy by identifying key metrics, benchmarks, and reporting needs.
Collaborate with HR Business Partners and department leaders to translate EEO goals and findings from data analysis into actionable departmental strategies.
Participate in cross-functional project teams dedicated to enhancing workplace culture, employee engagement, and overall employee experience.

Required Skills & Competencies

Hard Skills (Technical)

EEO Law Expertise: Deep, practical knowledge of federal, state, and local EEO laws, including Title VII, ADA, ADEA, EPA, GINA, USERRA, and OFCCP regulations.
Workplace Investigation: Mastery of formal investigative techniques, including witness interviewing, evidence collection, credibility assessment, and report writing.
Affirmative Action Planning: Proven ability to develop, implement, and monitor Affirmative Action Plans, including conducting statistical analysis.
Data Analysis & Reporting: Proficiency in analyzing HR data using Excel or other tools to identify trends, disparities, and insights; ability to present complex data clearly.
Case Management: Experience using case management software or systems to track and document investigations and employee relations issues from start to finish.
Training & Facilitation: Skill in designing and delivering effective, interactive training and presentations to adult learners on sensitive topics.
ADR & Mediation: Formal training or certification in mediation or alternative dispute resolution (ADR) techniques is highly valued.
Policy Interpretation & Application: The ability to interpret complex legal and policy documents and apply them to real-world workplace scenarios.

Soft Skills

Discretion & Confidentiality: Unwavering ability to handle highly sensitive and confidential information with the utmost integrity and discretion.
Objectivity & Impartiality: A strong commitment to neutrality and fairness, with the ability to conduct assessments and investigations without bias.
Communication & Interpersonal Skills: Exceptional written and verbal communication skills; ability to build rapport, show empathy, and communicate effectively with individuals in distress or conflict.
Conflict Resolution & Negotiation: Advanced skills in de-escalating tense situations, facilitating difficult conversations, and negotiating mutually acceptable solutions.
Analytical & Critical Thinking: The ability to logically analyze complex situations, connect disparate pieces of information, and draw sound, evidence-based conclusions.
Resilience & Composure: The capacity to remain calm, professional, and focused while managing emotionally charged situations and high-stakes issues.
Influence & Persuasion: Ability to advise and influence leaders and stakeholders at all levels of the organization, even without direct authority.

Education & Experience

Educational Background

Minimum Education:

Bachelor's degree from an accredited institution.

Preferred Education:

Master's Degree in a relevant field or Juris Doctor (J.D.).
Professional certifications such as SHRM-CP/SCP, PHR/SPHR, or certified EEO Investigator.

Relevant Fields of Study:

Human Resources Management
Law or Industrial Relations
Public Administration or Social Sciences

Experience Requirements

Typical Experience Range: 5-7 years of progressive, direct experience in EEO, investigations, employee relations, or employment law compliance.

Preferred:

Demonstrated experience managing complex EEO investigations from intake to conclusion in a corporate or large-scale organizational setting.
Prior experience managing OFCCP compliance and Affirmative Action Plan development.
Experience serving as a primary point of contact for charges filed with the EEOC or state/local fair employment practice agencies.