Associate Director, Employee Relations

At Rocketship Public Schools, we believe in the infinite possibility of human potential. We believe that every student deserves the right to dream, to discover, and to develop their unique potential and it is our responsibility and our privilege to unleash the potential inside every Rocketeer we serve. Our non-profit network of public elementary charter schools propels student achievement, develops exceptional educators, and partners with parents who enable high-quality public schools to thrive in their community. We are a collective of parents, teachers, leaders, and students working together to transform the future for underserved communities across our country. At Rocketship Public Schools, we are unleashing potential.

Position Summary The Associate Director of Employee Relations serves as Rocketship Public Schools’ central subject-matter expert for complex, sensitive, and high-risk employee relations matters across our multi-state, non-union network. Working closely with Regional Talent Leads, the Chief Talent Officer, organizational leaders, and employment counsel , and reporting to the Director of Organizational Effectiveness, this role conducts fair and impartial investigations, develops well-supported findings and recommendations, and helps ensure employment decisions align with organizational policies, applicable employment laws, education requirements, student-safety obligations, and Rocketship’s commitment to safe and equitable workplaces. Managing employee relations (ER) for a large, multi-state, non-union charter school network requires balancing complex state labor laws with a deep mission-driven focus on student safety. In a non-union model, this role acts as the primary champion of organizational fairness, protecting school environments from legal risk while ensuring staff feel valued and supported.

The Associate Director also oversees key HR compliance operations across the network, including annual mandatory training completion, personnel records governance, internal compliance audits, and coordination of external audit and authorizer reporting requests. In partnership with Legal, Governance & Compliance, and Talent teams, this role identifies compliance gaps and coordinates timely corrective action to support alignment with applicable federal and state requirements.

The following are essential functions related to the position:

Multi-State Workplace Investigations:

• Lead neutral, timely, and comprehensive investigations into complex or high-risk matters, including allegations of discrimination, harassment, retaliation, serious misconduct, and significant policy violations
• Produce thorough, objective, and well-documented investigation reports, findings, and recommendations.
• Maintain complete and confidential investigative files that meet organizational, legal, and regulatory requirements.

Multi-Jurisdictional Regulatory Compliance:

• Coordinate with regional legal counsels to evaluate risks involving multi-state compliance footprints.
• Coordinate organizational responses to complaints, inquiries, or claims filed with the Equal Employment Opportunity Commission or applicable state and local agencies.
• Monitor changes in employment law and recommend updates to policies, investigative practices, and leader guidance.

School, Regional and Network Leadership Coaching & Consultation:

• Advise and coach school, regional and network leadership through difficult personnel processes, performance improvement initiatives (PIPs), and documentation workflows.
• Audit all at-will termination, suspension, and non-renewal actions across the network to guarantee consistency and minimize liability.
• Train campus leaders on positive staff relations, conflict management, and building healthy school workplace cultures.

Employee Voice & Proactive Dispute Resolution:

• Facilitate the resolution of serious or deeply rooted workplace conflicts
• Mediate complex interpersonal disputes involving employees, managers, or leadership teams to minimize workplace and instructional disruption.
• Identify recurring or systemic concerns across escalated cases and share actionable insights with Talent and organizational leaders while maintaining appropriate confidentiality.
• Recommend targeted interventions to address root causes and reduce the likelihood of repeated concerns.

HR Compliance Operations & Records Governance:

• Own Rocketship’s annual mandatory training completion process through Vector, including completion tracking, employee and manager follow-up, escalation of overdue requirements, and reporting to organizational leaders.
• Conduct routine internal audits of personnel files, I-9 records, and other required employment documentation to assess completeness, accuracy, and compliance; coordinate with responsible teams to resolve identified gaps.
• Oversee HR records governance in partnership with Talent and Legal teams, supporting consistent practices for documentation, data integrity, confidentiality, access, and retention.
• Partner with Legal and relevant system and process owners to review HR systems and processes for alignment with applicable federal and state requirements and coordinate necessary improvements.
• Coordinate HR and Talent contributions to external audits and required reporting, including EEO-1 submissions, OSHA-related audit requests, and other applicable compliance reviews, in partnership with Legal and responsible teams.
• Coordinate with Legal and Governance & Compliance to oversee HR and Talent responses to authorizer reporting and compliance requests, ensuring accurate, complete, and timely submissions.

Job Requirements & Qualifications:

• Experience: 6+ years of dedicated Employee Relations experience, including at least 3+ years managing multi-state workplace investigations.
• Demonstrated expertise in investigation planning, interviewing, credibility assessment, evidence analysis, findings development, and investigative report writing.
• Strong working knowledge of federal employment law and experience interpreting and applying state-specific employment requirements.
• Industry Focus : Prior experience within K-12 education, Charter Management Organizations (CMOs), or highly regulated multi-site environments is strongly preferred.
• Education : Bachelor’s degree in HR, Business Administration, or related fields. Professional HR certifications (such as SHRM-SCP or SPHR) are highly valued. Travel: Ability to travel up to 25% to regional school campuses for complex on-site investigations or leadership workshops.