Mission Healthcare offers competitive benefit packages designed to support the well-being of our team.
Benefits Available to All Benefit-Eligible Employees- 401(k) retirement savings plan
- Mileage reimbursement
- Employee Assistance Program (EAP)
- Paid vacation, sick leave, and holidays
- Tuition Reimbursement
- Relocation Assistance
Additional Benefits for Employees Regularly Scheduled 30+ Hours per Week: - Medical, dental, and vision insurance
- Flexible Spending & Health Savings Accounts
- Disability, life, and AD&D insurance
- Pet insurance
Pay range: $100-120K, depending on experience
Schedule/Shift: Full-Time, Monday-Friday, 8am-5pm. Some overnight / out of state travel required. Can be remote.
The Employee Relations Specialist serves as a trusted HR partner to employees and leaders across Mission Healthcare, providing guidance and support on employee relations matters throughout the organization. This role is responsible for managing workplace concerns, conducting employee investigations, supporting performance and corrective action processes, interpreting company policies, and coaching leaders through complex employee situations. Working within a fast-paced, multi-state healthcare environment, the Employee Relations Specialist helps ensure employee matters are addressed consistently, timely, fairly, and in alignment with company policies, Mission's values, and applicable employment laws. The ideal candidate combines strong employee relations expertise with sound judgment, empathy, discretion, and the ability to balance employee experience, compliance, and business needs.
Key Responsibilities:Employee Relations & Investigations- Serve as a primary HR resource for employee relations concerns, including workplace conflict, conduct, performance, attendance, policy violations, and complaints.
- Conduct timely, thorough, and objective workplace investigations involving matters such as harassment, discrimination, retaliation, workplace conduct, and other policy concerns.
- Conduct and document interviews with employees, managers, and witnesses.
- Assess investigation findings and partner with HR leadership to recommend appropriate next steps.
- Prepare clear, factual, and well-organized investigation summaries and supporting documentation.
- Maintain confidentiality and professionally manage highly sensitive employee information.
Performance Management & Corrective Action- Coach leaders on employee performance concerns, accountability, attendance, conduct, and workplace expectations.
- Guide leaders through coaching conversations, written corrective actions, performance improvement plans, and other performance management processes.
- Review corrective action documentation to ensure concerns, expectations, and required improvements are clearly and appropriately documented.
- Partner with leaders to determine appropriate and consistent corrective action based on the circumstances, company policy, prior practices, and applicable employment requirements.
- Support employee separations and other sensitive employment decisions in partnership with HR leadership.
- Promote timely intervention and documentation rather than allowing employee concerns to remain unresolved.
Leader Consultation & HR Partnership- Serve as a trusted advisor to operational and functional leaders on employee relations matters.
- Help leaders assess employee situations objectively and determine practical, compliant solutions.
- Provide guidance on company policies, workplace expectations, employee communication, and HR best practices.
- Coach leaders on effectively delivering difficult messages, setting expectations, and documenting employee conversations.
- Build collaborative relationships with employees and leaders at all levels of the organization.
- Partner closely with HR, Talent Acquisition, Onboarding, Payroll, Compliance, Operations, and other internal teams when employee matters cross functional areas.
Policy, Compliance & Risk Management- Interpret and consistently apply company policies and procedures.
- Maintain working knowledge of federal, state, and local employment laws applicable to the employee populations supported.
- Partner with HR leadership on higher-risk employee relations matters and escalate concerns when appropriate.
- Identify potential compliance, employee experience, or organizational risks and bring them forward proactively.
- Support updates to employee relations policies, processes, templates, and guidance as business or regulatory requirements evolve.
- Maintain organized and complete employee relations documentation in accordance with company standards.
Employee Experience & Organizational Support- Help create a workplace environment where employees feel concerns are heard and handled professionally and consistently.
- Identify recurring employee relations trends and provide insights to HR leadership.
- Support exit interview processes and identify themes or areas of concern.
- Partner with HR leadership to develop education, tools, and resources addressing recurring employee or leader needs.
- Facilitate employee relations and performance management training for leaders as needed.
- Support HR initiatives that strengthen accountability, communication, engagement, retention, and the overall employee experience.
Knowledge, Skills & Abilities- Strong knowledge of employee relations principles and employment practices.
- Working knowledge of federal and state employment laws.
- Strong workplace investigation and fact-finding skills.
- Ability to remain objective and exercise sound judgment in complex or emotionally sensitive situations.
- Strong written documentation skills, including investigation summaries, corrective actions, and professional employee communications.
- Ability to coach managers through challenging employee conversations.
- Strong interpersonal skills and the ability to establish credibility with employees and leaders at all levels.
- High degree of discretion and ability to maintain confidentiality.
- Strong organizational skills with the ability to manage multiple cases and competing priorities.
- Comfortable working independently while knowing when to escalate higher-risk matters.
- Ability to interpret policies and apply them consistently while considering the circumstances of each situation.
- Strong emotional intelligence, professionalism, and resilience.
- Proficiency with Microsoft Office and HR technology platforms.
Qualifications:Required- Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and relevant experience.
- 3-5+ years of progressive Human Resources experience, with meaningful experience handling employee relations matters.
- Experience advising managers on performance management, corrective action, employee complaints, and policy interpretation.
- Experience conducting or supporting workplace investigations.
- Strong written and verbal communication skills.
Preferred- Experience supporting employees across multiple states.
- Experience in healthcare, home health, hospice, or another highly regulated and distributed workforce environment.
- Experience supporting both field-based and corporate employee populations.
- SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification.
- Experience using HRIS, case management, or employee relations tracking systems.
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