15863 - Sr Internal HR Specialist, People Relations - AZ, GA - On Site

About the role

Vensure Employer Solutions is a leading HR technology and service provider serving over 95,000 businesses. The Senior Internal Human Resources Specialist - People Relations & HR Partnerships will play a crucial role in maintaining a positive work environment, resolving employee relations issues, and supporting business objectives.

Responsibilities

• Serve as a trusted advisor to employees and managers on a wide range of employee relations issues.
• Conduct thorough and impartial investigations into employee complaints, grievances, and allegations of misconduct.
• Promote a positive work environment and culture.
• Lead and manage complex investigations related to workplace issues, ensuring compliance with company policies and legal requirements.
• Document findings and prepare comprehensive investigation reports.
• Recommend appropriate actions based on investigation outcomes.
• Escalate complex issues and follow through to resolution, ensuring appropriate communication to all involved parties.
• Provide guidance and support to managers on handling sensitive employee relations matters.
• Partner with management at all levels to improve work relationships, build morale, and increase productivity and retention.
• Create investigation plans, send investigation notices, schedule investigation interviews, prepare investigation interview questions, conduct investigation interviews, take detailed investigation notes, ensure signed statements and/or interview notes are signed off on by the investigation participants, prepare investigation summary report and exhibit list to document findings and evidence collected, update the investigation tracker, and ensure investigation files are complete and organized.
• Communicate with leaders and employees to update them throughout the investigation process.
• Aid in following up post-investigation to help check in to monitor and prevent retaliation toward the complainant and/or participants.
• Ensure follow through and implementation of post-investigation disciplinary actions, sit in on disciplinary meetings upon request, ensure disciplinary actions are signed and added to the personnel file.
• If post investigation recommendation includes participation in mandatory training, follow up and verify that training was completed, and ensure documentation of completed training is stored in personnel file in Prism.
• Identify legal and regulatory compliance concerns related to employee relations and partner with managers to conduct employee coaching, counseling, reduction in force decisions, and termination analysis.
• Assist with reviewing pre-term cross-check escalations and providing guidance to our internal team, and provide recommendations to Internal HR leadership for review.
• Update educational guides, the Managers Corner, and other manager training resources in collaboration with the learning department on key managerial concepts such as performance management, disciplinary actions, conflict resolution, providing feedback, setting performance expectations, managing underperformance, employment law 101, responsibilities to inform us of leave of absence requests, navigating the hiring process, etc.
• Review EEOC position statements, documentation, exhibit lists, etc. prepared by legal as a double check prior to sending back to the EEOC.
• Ensure all internal employee legal actions and EEOC complaints are tracked on the shared tracker with legal.
• Follow up with legal on the complaint process and outcome.
• Follow up with legal on the debrief/autopsy on their rating of how well the situation was documented to collect insights on areas of improvement and provide coaching recommendations back to leaders to enhance documentation best practices.
• Review proposed unemployment responses for cases the company plans to contest based on allegations of misconduct.
• Review documentation packet and provide guidance back to the Internal Human Resource Associate responsible for responding to unemployment claims prior to sending documentation to ensure the company does not overprovide information that may inadvertently confuse state unemployment workers.
• Review initial unemployment determinations to determine whether or not an appeal should be filed by analyzing whether it would be helpful or harmful for the former employee to have a copy of the documentation (usually required to send to the employee if the company chooses to appeal).
• Prepare and coach the Internal Human Resources associate on how to respond and participate in unemployment hearings prior to their participation in an appeal hearing.
• Perform a post-call debrief to review opportunities to continuously enhance responses and improve outcomes.
• Absorb and coach the Internal Human Resources associate on how to respond and participate in unemployment hearings prior to their participation in an appeal hearing.
• Prepare an issues list of any observations, opportunities to streamline and enhance processes, or issues that need to be troubleshooted and develop solutions for to bring to the level 10 meeting as IDS topics.
• Participate and be fully engaged in the EOS/Traction department processes surrounding areas of accountability, department projects (Rocks), Scorecard statistics, IDS, To Dos, etc.
• Comply with federal, state, and local employment laws and regulations.
• Stay current with industry trends and best practices in employee relations and performance management.
• Compile KPI data, measure, track progress, and take ownership and accountability for updating assigned scorecard statistic for assigned accountability area prior to every level 10 meeting and be prepared to engage in IDS discussions if the metric is off track.
• Participate in department rock planning meetings, lead and participate in at least 1-2 department rocks per quarter, meet with rock team members at the beginning of the quarter to successfully plan out rock milestones and goals and have prepared to discuss with direct manager to help further frame out the rock prior to the start of the quarter.
• Take ownership and accountability for independently working on rock projects throughout the quarter and updating the quarterly rock sheet prior to every level 10 meeting.
• Prepare an issues list of any observations, opportunities to streamline and enhance processes, or issues that need to be troubleshooted and develop solutions for to bring to the level 10 meeting as IDS topics.
• Participate and be fully engaged in the EOS/Traction department processes surrounding areas of accountability, department projects (Rocks), Scorecard statistics, IDS, To Dos, etc.
• Comply with federal, state, and local employment laws and regulations.
• Stay current with industry trends and best practices in employee relations and performance management.
• Compile KPI data, measure, track progress, and take ownership and accountability for updating assigned scorecard statistic for assigned accountability area prior to every level 10 meeting and be prepared to engage in IDS discussions if the metric is off track.
• Participate in department rock planning meetings, lead and participate in at least 1-2 department rocks per quarter, meet with rock team members at the beginning of the quarter to successfully plan out rock milestones and goals and have prepared to discuss with direct manager to help further frame out the rock prior to the start of the quarter.
• Take ownership and accountability for independently working on rock projects throughout the quarter and updating the quarterly rock sheet prior to every level 10 meeting.
• Prepare an issues list of any observations, opportunities to streamline and enhance processes, or issues that need to be troubleshooted and develop solutions for to bring to the level 10 meeting as IDS topics.
• Participate and be fully engaged in the EOS/Traction department processes surrounding areas of accountability, department projects (Rocks), Scorecard statistics, IDS, To Dos, etc.
• Comply with federal, state, and local employment laws and regulations.
• Stay current with industry trends and best practices in employee relations and performance management.
• Compile KPI data, measure, track progress, and take ownership and accountability for updating assigned scorecard statistic for assigned accountability area prior to every level 10 meeting and be prepared to engage in IDS discussions if the metric is off track.
• Participate in department rock planning meetings, lead and participate in at least 1-2 department rocks per quarter, meet with rock team members at the beginning of the quarter to successfully plan out rock milestones and goals and have prepared to discuss with direct manager to help further frame out the rock prior to the start of the quarter.
• Take ownership and accountability for independently working on rock projects throughout the quarter and updating the quarterly rock sheet prior to every level 10 meeting.
• Prepare an issues list of any observations, opportunities to streamline and enhance processes, or issues that need to be troubleshooted and develop solutions for to bring to the level 10 meeting as IDS topics.
• Participate and be fully engaged in the EOS/Traction department processes surrounding areas of accountability, department projects (Rocks), Scorecard statistics, IDS, To Dos, etc.
• Comply with federal, state, and local employment laws and regulations.
• Stay current with industry trends and best practices in employee relations and performance management.
• Compile KPI data, measure, track progress, and take ownership and accountability for updating assigned scorecard statistic for assigned accountability area prior to every level 10 meeting and be prepared to engage in IDS discussions if the metric is off track.
• Participate in department rock planning meetings, lead and participate in at least 1-2 department rocks per quarter, meet with rock team members at the beginning of the quarter to successfully plan out rock milestones and goals and have prepared to discuss with direct manager to help further frame out the rock prior to the start of the quarter.
• Take ownership and accountability for independently working on rock projects throughout the quarter and updating the quarterly rock sheet prior to every level 10 meeting.
• Prepare an issues list of any observations, opportunities to streamline and enhance processes, or issues that need to be troubleshooted and develop solutions for to bring to the level 10 meeting as IDS topics.
• Participate and be fully engaged in the EOS/Traction department processes surrounding areas of accountability, department projects (Rocks), Scorecard statistics, IDS, To Dos, etc.
• Comply with federal, state, and local employment laws and regulations.
• Stay current with industry trends and best practices in employee relations and performance management.
• Compile KPI data, measure, track progress, and take ownership and accountability for updating assigned scorecard statistic for assigned accountability area prior to every level 10 meeting and be prepared to engage in IDS discussions if the metric is off track.
• Participate in department rock planning meetings, lead and participate in at least 1-2 department rocks per quarter, meet with rock team members at the beginning of the quarter to successfully plan out rock milestones and goals and have prepared to discuss with direct manager to help further frame out the rock prior to the start of the quarter.
• Take ownership and accountability for independently working on rock projects throughout the quarter and updating the quarterly rock sheet prior to every level 10 meeting.
• Prepare an issues list of any observations, opportunities to streamline and enhance processes, or issues that need to be troubleshooted and develop solutions for to bring to the level 10 meeting as IDS topics.
• Participate and be fully engaged in the EOS/Traction department processes surrounding areas of accountability, department projects (Rocks), Scorecard statistics, IDS, To Dos, etc.
• Comply with federal, state, and local employment laws and regulations.
• Stay current with industry trends and best practices in employee relations and performance management.
• Compile KPI data, measure, track progress, and take ownership and accountability for updating assigned scorecard statistic for assigned accountability area prior to every level 10 meeting and be prepared to engage in IDS discussions if the metric is off track.
• Participate in department rock planning meetings, lead and participate in at least 1-2 department rocks per quarter, meet with rock team members at the beginning of the quarter to successfully plan out rock milestones and goals and have prepared to discuss with direct manager to help further frame out the rock prior to the start of the quarter.
• Take ownership and accountability for independently working on rock projects throughout the quarter and updating the quarterly rock sheet prior to every level 10 meeting.
• Prepare an issues list of any observations, opportunities to streamline and enhance processes, or issues that need to be troubleshooted and develop solutions for to bring to the level 10 meeting as IDS topics.