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Part Time Conflicts Analyst Jobs (NOW HIRING)

City of Oberlin, OH

Part-Time Patrol Officer

Oberlin, OH · On-site

$25 - $32/hr

Identifies law enforcement problems, resolves conflicts, and provides other police services to the ... Ability to identify and analyze problems, evaluate alternative solutions and make sound judgments.

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$33K

$76.3K

$124K

How much do part time conflicts analyst jobs pay per year?

As of Jun 10, 2026, the average yearly pay for part time conflicts analyst in the United States is $76,273.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,500.00 and $90,000.00 per year, depending on experience, location, and employer.

What are Part Time Conflicts Analysts?

Part Time Conflicts Analysts are professionals who work reduced hours to help organizations, often law firms, identify and manage potential conflicts of interest in their business dealings. Their primary role involves reviewing new business intake, analyzing client and matter data, and ensuring that ethical and legal standards are upheld. They utilize specialized databases and communicate with attorneys or other staff to resolve potential conflicts. By working part time, these analysts provide flexibility while still supporting crucial risk management functions. This role is essential in maintaining the integrity of client relationships and organizational compliance.

What are the key skills and qualifications needed to thrive as a Part Time Conflicts Analyst, and why are they important?

To thrive as a Part Time Conflicts Analyst, you need strong analytical skills, attention to detail, and a background in legal studies or experience in a law firm environment. Familiarity with conflicts database systems (such as Intapp or Elite) and proficiency in research tools are typically required. Excellent communication, discretion, and problem-solving abilities help you effectively identify and resolve potential conflicts of interest. These skills ensure accurate conflict checks, protect client confidentiality, and support the firm's compliance with ethical standards.

What is the difference between Part Time Conflicts Analyst vs Part Time Compliance Analyst?

AspectPart Time Conflicts AnalystPart Time Compliance Analyst
Required CredentialsTypically a bachelor's degree in finance, law, or related field; certifications like CFA or CAMS are a plusUsually a bachelor's degree in finance, law, or business; certifications such as CCEP or CFE are common
Work EnvironmentFinancial institutions, law firms, or consulting firms; often in office settingsFinancial firms, corporations, or regulatory agencies; office-based roles
Employer & Industry UsageUsed in banking, investment firms, and legal sectors to identify conflicts of interestCommon in financial services and corporate compliance departments to ensure adherence to regulations

While both roles involve regulatory and ethical oversight, a Part Time Conflicts Analyst primarily focuses on identifying conflicts of interest within financial transactions, whereas a Part Time Compliance Analyst ensures overall adherence to legal and regulatory standards. The roles share similar credentials and work environments but differ in their specific focus areas within compliance functions.

How does a Part Time Conflicts Analyst typically collaborate with attorneys and other departments to resolve potential conflicts of interest?

Part Time Conflicts Analysts work closely with attorneys, legal assistants, and compliance teams to identify and address potential conflicts of interest in new case matters or client intake processes. They often communicate via email, meetings, or specialized conflict-checking software to clarify details, gather necessary information, and ensure all parties are informed of potential issues. Effective collaboration and attention to detail are essential, as analysts must balance multiple requests and provide timely, accurate assessments to help the firm maintain ethical standards. This teamwork-oriented role requires clear communication and the ability to prioritize tasks efficiently.
More about Part Time Conflicts Analyst jobs
What cities are hiring for Part Time Conflicts Analyst jobs? Cities with the most Part Time Conflicts Analyst job openings:
What are the most commonly searched types of Conflicts Analyst jobs? The most popular types of Conflicts Analyst jobs are:
What states have the most Part Time Conflicts Analyst jobs? States with the most job openings for Part Time Conflicts Analyst jobs include:
What job categories do people searching Part Time Conflicts Analyst jobs look for? The top searched job categories for Part Time Conflicts Analyst jobs are:
Part Time Conflicts Analyst jobs near you
Infographic showing various Part Time Conflicts Analyst job openings in the United States as of June 2026, with employment types broken down into 48% Full Time, and 52% Part Time. Highlights an 80% In-person, 12% Hybrid, and 8% Remote job distribution, with an average salary of $76,273 per year, or $36.7 per hour.
Employee Relations, Anti-Harassment (Part-Time)

Employee Relations, Anti-Harassment (Part-Time)

Business Management Associates, Inc.

Washington, DC • On-site

Part-time

Posted 24 days ago

Job description

Employee Relations / Anti-Harassment Specialist (Part-Time)
Position Summary
The Employee Relations / Anti-Harassment Specialist serves as a trusted advisor and subject matter expert responsible for administering employee relations programs, workplace conduct investigations, and anti-harassment initiatives in support of organizational compliance, employee engagement, and a respectful workplace culture. This role ensures adherence to federal employment regulations, agency policies, equal employment opportunity (EEO) standards, and workplace conduct expectations.
The incumbent partners with HR leadership, legal counsel, management, labor relations, and compliance stakeholders to address employee concerns, investigate allegations of harassment or misconduct, mitigate organizational risk, and foster a safe, inclusive, and accountable work environment.
Key Responsibilities
Employee Relations
  • Serve as primary point of contact for employee relations matters, including workplace conflict, performance concerns, conduct issues, policy interpretation, and disciplinary actions.
  • Provide guidance and coaching to managers and employees on employee relations best practices, corrective action, workplace expectations, and conflict resolution strategies.
  • Conduct intake assessments related to employee complaints, workplace disputes, retaliation concerns, interpersonal conflicts, and policy violations.
  • Partner with leadership to proactively identify workforce risks, organizational climate concerns, and emerging employee relations trends.
  • Support performance management processes, including documentation review, performance improvement plans (PIPs), counseling memoranda, and disciplinary recommendations.
  • Maintain confidential employee relations records and case documentation in accordance with agency and federal recordkeeping requirements.
Anti-Harassment / Workplace Investigations
  • Administer anti-harassment program activities, ensuring compliance with agency policy, federal anti-harassment requirements, and workplace conduct regulations.
  • Conduct prompt, impartial, and thorough investigations involving allegations of:
    • Harassment
    • Sexual harassment
    • Hostile work environment
    • Workplace bullying
    • Retaliation
    • Discrimination-related workplace conduct concerns
    • Employee misconduct
  • Interview complainants, witnesses, and accused employees; collect documentation; assess credibility; analyze findings; and prepare formal investigative reports.
  • Develop investigation summaries, recommendations, and risk mitigation strategies for leadership and legal stakeholders.
  • Coordinate with EEO, Office of General Counsel, Labor Relations, Security, and agency leadership as appropriate.
  • Track case status, response timelines, outcomes, and compliance metrics.
Policy, Compliance & Risk Management
  • Interpret and apply:
    • Federal employment laws
    • Agency employee conduct policies
    • Anti-harassment procedures
    • EEO guidance
    • Merit Systems Principles
    • Whistleblower protections
    • Federal labor relations frameworks (as applicable)
  • Ensure consistent application of policies across the workforce.
  • Identify compliance gaps and recommend policy or procedural enhancements.
  • Assist with audits, reporting requirements, compliance reviews, and internal controls related to workplace conduct programs.
Training & Prevention
  • Design, coordinate, or facilitate employee and manager training on:
    • Anti-harassment
    • Respectful workplace expectations
    • Bystander intervention
    • Workplace civility
    • Employee conduct standards
    • Retaliation awareness
    • Complaint reporting procedures
  • Support culture-building initiatives focused on accountability, inclusion, and psychological safety.
  • Analyze workplace trends and recommend preventative employee relations interventions.
Stakeholder Collaboration
  • Partner with:
    • Human Resources
    • EEO/DEIA teams
    • Legal counsel
    • Labor Relations
    • Security
    • Ethics/Compliance
    • Executive leadership
  • Provide strategic consultation on sensitive workforce matters.
  • Support agency leadership in mitigating employee relations and reputational risk.
Required Qualifications
  • Bachelor's degree in Human Resources, Business Administration, Public Administration, Industrial/Organizational Psychology, or related field.
  • 5+ years of progressive employee relations, workplace investigations, human resources, or labor relations experience.
  • Demonstrated experience conducting workplace misconduct and anti-harassment investigations.
  • Strong knowledge of:
    • Title VII
    • ADA
    • ADEA
    • FMLA
    • Federal employment regulations
    • EEO principles
    • Workplace investigation methodology
  • Experience preparing formal investigative reports and executive-level case summaries.
  • Exceptional interviewing, documentation, analytical, and conflict resolution skills.
  • Ability to handle highly sensitive and confidential matters with discretion.
Preferred Qualifications
  • Prior federal agency or government contractor experience.
  • Experience supporting anti-harassment programs in regulated environments.
  • Knowledge of federal employee relations frameworks and administrative processes.
  • SHRM-CP, SHRM-SCP, PHR, SPHR, or workplace investigation certification.
  • Familiarity with collective bargaining/labor relations environments.
  • Experience working with security-sensitive or highly regulated organizations.
Core Competencies
  • Employee Relations Expertise
  • Workplace Investigations
  • Risk Mitigation
  • Conflict Resolution
  • Policy Interpretation
  • Regulatory Compliance
  • Executive Communication
  • Confidentiality & Judgment
  • Stakeholder Management
  • Analytical Thinking
  • Training Facilitation
  • Documentation Excellence
Work Environment
This position is remote requiring the ability to manage sensitive employee matters professionally and in accordance with agency protocols.

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