Overview

The Employee Relations Coordinator provides administrative and operational support to the Employee Relations function. This role assists in handling employee inquiries, documentation, policy interpretation, and coordination of investigations. The Coordinator will serve as a first point of contact for employees and leaders on Employee Relations processes, ensuring consistency, compliance, and confidentiality.

 

Reports To: Manager of Employee Relations

Department: Human Resources

FTE: 1.0 FTE 

Shift: Monday through Friday, 8:00AM to 4:30PM

 

Essential Duties:

• Serve as an initial point of contact for employees and leaders regarding Employee Relations policies, procedures, and processes.
• Build and maintain strong relationships with internal and external stakeholders while applying an equity lens to ensure inclusivity and fairness in decision-making, communications, and partnerships.
• Primary intake of employee concerns, documentation of issues, and preparation of case files.
• Support the investigation process by scheduling interviews, preparing documentation, gathering evidence, and maintaining accurate records.
• Draft and maintain professional correspondence, reports, and summaries related to employee relations cases.
• Assist in preparing responses to internal/external legal complaints (e.g., EEOC, IDHR) and coordinate documentation for outside counsel.
• Manage legal billing processes, including invoice tracking, coding, and reconciliation for employee relationsrelated matters.
• Support the corrective action process related to N-95 compliance and compliance with job description requirements, including monitoring adherence, tracking corrective measures, and ensuring documentation is properly maintained.
• Maintain accurate case management records and ensure strict confidentiality of employee and organizational information.
• Provide support in policy interpretation and application to ensure consistency across the organization.
• Assist in tracking and analyzing employee relations trends to identify opportunities for proactive interventions.
• Participate in the coordination of training, policies, procedures, forms and education initiatives related to employee relations, compliance, and workplace culture.

Non-essential Duties:

• Communication Skills: Excellent verbal and written communication skills for effective interaction with employees and management.
• Conflict Resolution: Strong skills in mediating and resolving conflicts, fostering a collaborative work environment.
• Organizational Skills: Exceptional ability to manage multiple projects, prioritize tasks, and meet deadlines.
• Interpersonal Skills: Ability to build and maintain positive relationships with employees at all levels.

This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.

  Responsibilities

Required Experience:

• Minimum of 3 years in Human Resources, with demonstrated involvement in employee relations work.

Preferred Experience:

• 2 to 4 years of experience in Human Resources.
• At least 1 year of direct involvement in investigations, policy interpretation, or workplace conflict resolution preferred.
• Experience preparing case documentation for legal or regulatory responses preferred.
• Experience working in a healthcare, higher education, or complex multi-site organization preferred.
• Strong knowledge of federal and state employment laws and regulations.
• Familiarity with EEOC, IDHR, and similar regulatory complaint processes.
• Excellent written and verbal communication skills, with the ability to draft professional correspondence and reports.
• Demonstrated ability to handle sensitive and confidential information with discretion.
• Strong organizational and time management skills with the ability to manage multiple cases simultaneously.
• Proficiency in Microsoft Office Suite and HRIS systems.

Required Licensure/Education:

• Bachelors degree in Human Resources, Industrial/Organizational Psychology or similar degree required

Preferred Licensure/Education:

• Masters degree in Human Resources or a related discipline preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Additional training or certification in workplace investigations, conflict resolution, or labor law a plus.

Compensation

• Base compensation within the position’s pay range based on factors such as qualifications, skills, relevant experience, and/or training
• Opportunity for annual increases based on performance

Benefits - .5 to 1.0 FTE

• Paid Time Off programs
• Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability
• Health Savings and Flexible Spending Accounts for eligible health care and dependent care expenses
• Defined contribution retirement plans with employer match and other financial wellness programs
• Educational Assistance Program

 

Employee Health Requirements

Exposure/Sensory Requirements

Exposure to: 

• Chemicals: Refer to MSDS Sheets
• Video Display Terminals: Average
• Blood and Body Fluids: None
• TB or Airborne Pathogens: None other than normal environment exposure.

Sensory requirements (speech, vision, smell, hearing, touch):

• Speech: Required to communicate during presentations/training, telephone communication, facilitate meetings, communication with applicants, interviewees and employees.
• Vision: Needed to read memos and literature, online information, type correspondence from handwritten material and to coordinate calendars.
• Smell: Helpful to note presence of electrical/fire safety.
• Hearing: Needed for telephone communication, meetings, alarms and listening to employee, applicant and interviewee concerns.
• Touch: Needed to write, computer entry, filing.

Activity/Lifting Requirements

Percentage of time during the normal workday the employee is required to:

• Sit: 80%
• Twist: 0%
• Stand: 20%
• Crawl: 0%
• Walk: 15%
• Kneel: 1%
• Lift: 1%
• Drive: 0%
• Squat: 2%
• Climb: 0%
• Bend: 5%
• Reach above shoulders: 2%

The weight required to be lifted each normal workday according to the continuum described below:

• Up to 10 lbs: Occasionally
• Up to 20 lbs: Occasionally
• Up to 35 lbs: Occasionally
• Up to 50 lbs: Not Required
• Up to 75 lbs: Not Required
• Up to 100 lbs: Not Required
• Over 100 lbs: Not Required

Describe and explain the lifting and carrying requirements. (Example: the distance material is carried; how high material is lifted, etc.): Put supplies away. May have to carry supplies up to 20' to put away, sometimes overhead. Carry reports and service awards or prizes; put paper in printer or copy machine. Requires carrying of materials for meetings varying distances.

Maximum consecutive time (minutes) during the normal workday for each activity:

• Sit: 300
• Twist: 0
• Stand: 120
• Crawl: 0
• Walk: 60
• Kneel: 0
• Lift: 5
• Drive: 0
• Squat: 30
• Climb: 0
• Bend: 15
• Reach above shoulders: 15

Repetitive use of hands (Frequency indicated):

• Simple grasp up to 1 lbs. Normal weight: frequent
• Pushing & pulling Normal weight: 5# frequent
• Fine Manipulation: Typing, phone dialing, computer entry, writing, using calculator.

Repetitive use of foot or feet in operating machine control: None

Environmental Factors & Special Hazards

Environmental Factors (Time Spent):

• Inside hours: 8-10 hours per day based upon work hours
• Outside hours : 0
• Temperature: Normal Range
• Lighting: Average
• Noise levels: Average
• Humidity: Normal Range
• Atmosphere: Normal Range

Special Hazards: None

Protective Clothing Required: None

Pay RangeUSD $34.52 - USD $45.34 /Hr