Employee Experience Specialist (Cincinnati, OH)
TP Mechanical · Cincinnati, OH · 1 mo ago
Human ResourcesFull-time
We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections if real content.
From posting: We have description (About the role) – the first paragraph(s) describing role. Then Primary Duties And Responsibilities (list). Then Required Skills And Qualifications (list). Then Preferred Skills And Qualifications (list). Additional Information includes Position may require occasional support outside normal business hours..., Travel Requirements (onsite role, occasional travel). No explicit Benefits, Pay, Schedule. So we should not create those sections.
We need headings: for each section. Use
for each section. Use - for lists. Use
for prose.
We need to preserve all substantive information, not invent.
We need to remove boilerplate: cookie/navigation/legal/EEO etc. Not present.
We need to not repeat job title as heading.
We need to not put Job ID/requisition numbers as headings.
We need to include sections only when posting has real specific content.
Thus sections: About the role (description), Responsibilities (Primary Duties And Responsibilities), Requirements (maybe combine Required Skills And Qualifications?), Qualifications (maybe Preferred Skills And Qualifications?), Skills (maybe we could split but we have both required and preferred). The instruction says use headings for section headings e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can decide to map content accordingly.
We have Required Skills And Qualifications (list). Preferred Skills And Qualifications (list). Could combine into Requirements and Qualifications? Or we could have Requirements (required) and Qualifications (preferred). Skills maybe not needed if we already have those.
Better: About the role (description). Responsibilities (duties). Requirements (required skills/qualifications). Qualifications (preferred skills/qualifications). Skills maybe not needed.
We must not create empty sections.
Thus output:
About the role
... description ...
Responsibilities
- ... each duty ...
Requirements
- ... each required skill/qualification ...
Qualifications
- ... each preferred skill/qualification ...
We need to ensure we preserve all substantive information from description and lists.
Let's extract description: "Job Details Description The Employee Experience Specialist serves as a key member of the Human Resources team, supporting employees and leaders throughout the employee lifecycle. This role is responsible for delivering a positive, consistent, and engaging employee experience while providing day-to-day HR support across recruiting, onboarding, employee relations, engagement, performance management, HR administration, and workforce communications. Working closely with field operations, project leadership, and corporate teams, the Employee Experience Specialist helps ensure employees feel supported, informed, and connected while promoting compliance with company policies, labor agreements, and employment regulations. This role serves as a trusted resource for employees and leaders, helping foster a culture built on safety, accountability, collaboration, and continuous improvement."
We need to keep that as prose.
Now Responsibilities list: Under Primary Duties And Responsibilities, there are bullet-like sentences grouped under headings: Employee Experience & Engagement, Onboarding & Employee Lifecycle Support, Employee & Labor Relations Support, Talent Acquisition & Workforce Support, Performance & Development, HR Operations & Compliance, Communication & Change Support. Each has multiple sentences.
We need to turn each sentence into - . We should preserve all content.
Let's extract each sentence:
Employee Experience & Engagement:
- Serve as a primary point of contact for employee questions, concerns, and HR-related support.
- Support initiatives that enhance employee engagement, retention, recognition, and overall workplace experience.
- Assist with employee surveys, feedback programs, and action planning efforts.
- Coordinate employee appreciation, recognition, milestone, and culture-building programs.
- Promote company values and support a positive employee experience across field and office locations.
Onboarding & Employee Lifecycle Support:
- Coordinate and facilitate onboarding activities for new hires, ensuring a positive first-day experience.
- Manage employee lifecycle processes including new hires, transfers, promotions, leaves of absence, and separations.
- Conduct new hire orientations and support onboarding programs for both field and corporate employees.
- Assist with exit interviews and identify trends impacting retention and employee satisfaction.
- Maintain accurate employee records and HR systems data.
Employee & Labor Relations Support:
- Assist HR Business Partners with employee relations matters, investigations, corrective actions, and conflict resolution.
- Escalate complex employee relations issues to HR leadership as appropriate.
- Help ensure consistent and fair application of company policies and procedures.
Talent Acquisition & Workforce Support:
- Partner with recruiting teams and hiring managers to support staffing needs.
- Coordinate interviews, candidate communications, background checks, and pre-employment activities.
- Assist with workforce planning activities and project mobilization efforts.
- Support hiring events, career fairs, and community workforce initiatives.
Performance & Development:
- Assist leaders and employees with performance management processes.
- Support employee development programs, training initiatives, and career growth opportunities.
- Coordinate learning and development activities, compliance training, and leadership programs.
- Help track completion of required certifications and training requirements.
HR Operations & Compliance:
- Maintain employee files, HRIS records, and personnel documentation.
- Ensure compliance with federal, state, and local employment laws, company policies, and labor agreements.
- Support audits, reporting requirements, and HR compliance initiatives.
- Assist with leave administration, accommodation requests, and employee documentation.
- Maintain confidentiality and handle sensitive employee information with discretion.
Communication & Change Support:
- Assist in developing and distributing employee communications.
- Support organizational changes, workforce transitions, and HR initiatives.
- Partner with leaders to ensure employees receive timely and accurate information.
- Help strengthen communication between field operations, project teams, and corporate functions.
Now Required Skills And Qualifications list:
- Bachelor's degree in Human Resources, Business Administration, Communications, or related field preferred.
- Equivalent combination of education and experience may be considered.
- 3+ years of Human Resources Generalist, Employee Relations, Talent Acquisition, or related HR experience.
- Experience supporting field-based, construction, industrial, manufacturing, or service organizations preferred.
- Experience working directly with employees and frontline leaders.
- Strong interpersonal and relationship-building skills.
- Excellent communication and customer service orientation.
- Ability to build trust and maintain confidentiality.
- Strong organizational skills and attention to detail.
- Ability to manage multiple priorities in a fast-paced environment.
- Working knowledge of basic employment law, HR practices, and employee relations principles.
- Proficiency with HRIS systems and Microsoft Office applications.
- Ability to work effectively with employees at all levels of the organization
Preferred Skills And Qualifications:
- Spanish language fluency.
- Exposure to unionized and non-unionized environments and labor relations processes.
Additional Information:
- Position may require occasional support outside normal business hours due to operational or communication needs.
- This role may support confidential business matters.
- Travel Requirements: This is an onsite role. Occasional travel to local project sites as needed.
We could include Additional Information as a section? Not in allowed headings but could be part of About the role? Probably better to incorporate into About the role or maybe as a separate section like "Additional Information" but not in allowed list. The instruction says use headings for section headings e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. It doesn't forbid other headings, but says "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It implies we should use those headings when appropriate. Additional Information could be omitted or folded into About the role or maybe into Requirements? But it's not required to include a section for it if not matching those headings. However we must preserve ALL substantive information. So we need to include that info somewhere. Could add a
after About the role covering those points. Or we could create a section like "Additional Information" but that's not in the list; but the instruction says use
for section headings (e.g. ...). It doesn't say we cannot use other headings, but it's implied to prefer those. Safer to incorporate into About the role paragraph.
Thus About the role paragraph will include the description plus the additional info sentences.
Let's craft About the role paragraph:
"The Employee Experience Specialist serves as a key member of the Human Resources team, supporting employees and leaders throughout the employee lifecycle. This role is responsible for delivering a positive, consistent, and engaging employee experience while providing day-to-day HR support across recruiting, onboarding, employee relations, engagement, performance management, HR administration, and workforce communications. Working closely with field operations, project leadership, and corporate teams, the Employee Experience Specialist helps ensure employees feel supported, informed, and connected while promoting compliance with company policies, labor agreements, and employment regulations. This role serves as a trusted resource for employees and leaders, helping foster a culture built on safety, accountability, collaboration, and continuous improvement. The position may require occasional support outside normal business hours due to operational or communication needs and may involve confidential business matters. Travel is occasional to local project sites as needed; otherwise the role is onsite."
Now we have all substantive info.
Now we need to output HTML fragment only.
Let's construct:
About the role
...
Responsibilities
- Serve as a primary point of contact for employee questions, concerns, and HR-related support.
- Support initiatives that enhance employee engagement, retention, recognition, and overall workplace experience.
- Assist with employee surveys, feedback programs, and action planning efforts.
- Coordinate employee appreciation, recognition, milestone, and culture-building programs.
- Promote company values and support a positive employee experience across field and office locations.
- Coordinate and facilitate onboarding activities for new hires, ensuring a positive first-day experience.
- Manage employee lifecycle processes including new hires, transfers, promotions, leaves of absence, and separations.
- Conduct new hire orientations and support onboarding programs for both field and corporate employees.
- Assist with exit interviews and identify trends impacting retention and employee satisfaction.
- Maintain accurate employee records and HR systems data.
- Assist HR Business Partners with employee relations matters, investigations, corrective actions, and conflict resolution.
- Escalate complex employee relations issues to HR leadership as appropriate.
- Help ensure consistent and fair application of company policies and procedures.
- Partner with recruiting teams and hiring managers to support staffing needs.
- Coordinate interviews, candidate communications, background checks, and pre-employment activities.
- Assist with workforce planning activities and project mobilization efforts.
- Support hiring events, career fairs, and community workforce initiatives.
- Assist leaders and employees with performance management processes.
- Support employee development programs, training initiatives, and career growth opportunities.
- Coordinate learning and development activities, compliance training, and leadership programs.
- Help track completion of required certifications and training requirements.
- Maintain employee files, HRIS records, and personnel documentation.
- Ensure compliance with federal, state, and local employment laws, company policies, and labor agreements.
- Support audits, reporting requirements, and HR compliance initiatives.
- Assist with leave administration, accommodation requests, and employee documentation.
- Maintain confidentiality and handle sensitive employee information with discretion.
- Assist in developing and distributing employee communications.
- Support organizational changes, workforce transitions, and HR initiatives.
- Partner with leaders to ensure employees receive timely and accurate information.
- Help strengthen communication between field operations, project teams, and corporate functions.
Requirements
- Bachelor's degree in Human Resources, Business Administration, Communications, or related field preferred.
- Equ
for prose. We need to preserve all substantive information, not invent. We need to remove boilerplate: cookie/navigation/legal/EEO etc. Not present. We need to not repeat job title as heading. We need to not put Job ID/requisition numbers as headings. We need to include sections only when posting has real specific content. Thus sections: About the role (description), Responsibilities (Primary Duties And Responsibilities), Requirements (maybe combine Required Skills And Qualifications?), Qualifications (maybe Preferred Skills And Qualifications?), Skills (maybe we could split but we have both required and preferred). The instruction says use headings for section headings e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can decide to map content accordingly. We have Required Skills And Qualifications (list). Preferred Skills And Qualifications (list). Could combine into Requirements and Qualifications? Or we could have Requirements (required) and Qualifications (preferred). Skills maybe not needed if we already have those. Better: About the role (description). Responsibilities (duties). Requirements (required skills/qualifications). Qualifications (preferred skills/qualifications). Skills maybe not needed. We must not create empty sections. Thus output:
About the role
... description ...
Responsibilities
- ... each duty ...
Requirements
- ... each required skill/qualification ...
Qualifications
- ... each preferred skill/qualification ...
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It implies we should use those headings when appropriate. Additional Information could be omitted or folded into About the role or maybe into Requirements? But it's not required to include a section for it if not matching those headings. However we must preserve ALL substantive information. So we need to include that info somewhere. Could add a
after About the role covering those points. Or we could create a section like "Additional Information" but that's not in the list; but the instruction says use
for section headings (e.g. ...). It doesn't say we cannot use other headings, but it's implied to prefer those. Safer to incorporate into About the role paragraph.
Thus About the role paragraph will include the description plus the additional info sentences.
Let's craft About the role paragraph:
"The Employee Experience Specialist serves as a key member of the Human Resources team, supporting employees and leaders throughout the employee lifecycle. This role is responsible for delivering a positive, consistent, and engaging employee experience while providing day-to-day HR support across recruiting, onboarding, employee relations, engagement, performance management, HR administration, and workforce communications. Working closely with field operations, project leadership, and corporate teams, the Employee Experience Specialist helps ensure employees feel supported, informed, and connected while promoting compliance with company policies, labor agreements, and employment regulations. This role serves as a trusted resource for employees and leaders, helping foster a culture built on safety, accountability, collaboration, and continuous improvement. The position may require occasional support outside normal business hours due to operational or communication needs and may involve confidential business matters. Travel is occasional to local project sites as needed; otherwise the role is onsite."
Now we have all substantive info.
Now we need to output HTML fragment only.
Let's construct:
About the role
...
Responsibilities
- Serve as a primary point of contact for employee questions, concerns, and HR-related support.
- Support initiatives that enhance employee engagement, retention, recognition, and overall workplace experience.
- Assist with employee surveys, feedback programs, and action planning efforts.
- Coordinate employee appreciation, recognition, milestone, and culture-building programs.
- Promote company values and support a positive employee experience across field and office locations.
- Coordinate and facilitate onboarding activities for new hires, ensuring a positive first-day experience.
- Manage employee lifecycle processes including new hires, transfers, promotions, leaves of absence, and separations.
- Conduct new hire orientations and support onboarding programs for both field and corporate employees.
- Assist with exit interviews and identify trends impacting retention and employee satisfaction.
- Maintain accurate employee records and HR systems data.
- Assist HR Business Partners with employee relations matters, investigations, corrective actions, and conflict resolution.
- Escalate complex employee relations issues to HR leadership as appropriate.
- Help ensure consistent and fair application of company policies and procedures.
- Partner with recruiting teams and hiring managers to support staffing needs.
- Coordinate interviews, candidate communications, background checks, and pre-employment activities.
- Assist with workforce planning activities and project mobilization efforts.
- Support hiring events, career fairs, and community workforce initiatives.
- Assist leaders and employees with performance management processes.
- Support employee development programs, training initiatives, and career growth opportunities.
- Coordinate learning and development activities, compliance training, and leadership programs.
- Help track completion of required certifications and training requirements.
- Maintain employee files, HRIS records, and personnel documentation.
- Ensure compliance with federal, state, and local employment laws, company policies, and labor agreements.
- Support audits, reporting requirements, and HR compliance initiatives.
- Assist with leave administration, accommodation requests, and employee documentation.
- Maintain confidentiality and handle sensitive employee information with discretion.
- Assist in developing and distributing employee communications.
- Support organizational changes, workforce transitions, and HR initiatives.
- Partner with leaders to ensure employees receive timely and accurate information.
- Help strengthen communication between field operations, project teams, and corporate functions.
Requirements
- Bachelor's degree in Human Resources, Business Administration, Communications, or related field preferred.
- Equ