Job SummaryThe Senior Employee Relations Specialist plays a key role in fostering a positive and productive workplace by serving as a trusted advisor to employees and management on workplace matters. This role is responsible for handling employee relations issues, ensuring compliance with labor laws and organizational policies, and promoting a culture of fairness, inclusion, and respect. The specialist will work closely with the business and leadership teams to resolve conflicts, conduct investigations, and help drive employee engagement initiatives.
Key ResponsibilitiesEmployee Relations & Conflict Resolution- Serve as the first point of contact for employee relations concerns, providing guidance and support on policies, procedures, and workplace practices.
- Partner with managers to resolve conflicts, mediate disputes, and recommend corrective actions where necessary.
- Partner with leaders and HR Business Partners to address performance, conduct, attendance, and behavioral concerns.
Workplace Investigations- Conduct prompt, thorough, and objective investigations into employee complaints, including allegations of harassment, discrimination, retaliation, workplace misconduct, policy violations, and other employee relations concerns.
- Gather and assess relevant evidence through interviews, document reviews, and fact-finding activities to determine findings and recommendations.
- Prepare clear and comprehensive investigation summaries and documentation.
- Partner with Human Resources, Legal, and business leaders to resolve employee relations issues and recommend appropriate corrective actions.
- Provide guidance and coaching to managers and HR Business Partners regarding policy interpretation, conflict resolution, employee conduct, and workplace concerns.
- Maintain accurate documentation of employee relations cases, investigations, and outcomes.
Disability & Religious Accommodations- Serve as the primary administrator of disability and religious accommodation requests, managing requests from intake through resolution.
- Conduct and document the interactive process, including review of supporting information and assessment of reasonable accommodations and undue burden analysis.
- Advise managers and HR partners on accommodation-related matters, ensuring compliance with applicable laws and company policy.
- Monitor and follow up on approved accommodations to support effectiveness and ongoing compliance.
Performance Management & Corrective Action- Consult on performance improvement plans, disciplinary actions, and employee coaching strategies to ensure consistency and fairness.
- Review proposed corrective actions and termination decisions to assess employee relations risk, legal compliance, consistency with company policy, and documentation sufficiency.
Employment Law Compliance & Risk Management- Identify potential risks related to discrimination, retaliation, leave, accommodation, wage and hour, and other employment law considerations.
- Ensure compliance with employment laws, regulations, and internal policies; provide guidance on risk mitigation strategies.
Employee Engagement, Recognition & Retention- Collaborate with HR and leadership to design and implement employee engagement, recognition, and retention programs.
- Analyze employee relations trends, identify root causes, and recommend proactive solutions to improve the work environment.
Training & Manager Development- Design and deliver training and workshops for managers and employees on topics such as workplace conduct, anti-harassment, conflict resolution, and company policies.
Culture & Employee Experience- Act as a cultural ambassador, promoting positive employee experiences and work force.
Requirements:- Working knowledge of employment laws, labor relations, and HR best practices.
- Excellent interpersonal and communication skills, with the ability to build trust and credibility across all levels of the organization.
- Experience in conducting moderate to severe workplace investigations and managing ADA and religious accommodation requests.
- High level of integrity, confidentiality, judgement, and discretion.
- Strong analytical, interviewing, conflict resolution, and decision-making skills.
- Excellent written and verbal communication skills.
- Ability to analyze data and trends to drive decisions and recommend solutions
- Strong organizational and time management skills; able to handle multiple priorities effectively
- Proficiency with HRIS systems, case management tools. Workday experience a plus.
Qualifications:Education:
Bachelor's degree in Human Resources, Business Administration, Employment Law or related field. Equivalent combination of education and/or experience. Substantial professional experience in a related field may be considered in lieu of formal degree.
Experience:
- At least 5 years of experience in Employee Relations, Human Resources, workplace investigations, accommodations administration, or a related field.
- Experience supporting a multi-state workforce.
Working Conditions: Remote with occasional business travel
Supervisory Responsibility (If applicable):
None
Compensation Range: $96,000 - $127,000 / annually
This role is eligible for a base salary within the posted range. Actual compensation will be determined based on a variety of factors, including skills, experience, and geographic location. Compensation may vary for positions based in high cost-of-labor markets.
The above is intended to describe the general contents and requirements of work being performed by people assigned to this classification. It is not intended to be construed as an exhaustive statement of all duties, responsibilities, or skills of personnel so classified.
