Employee Relations Specialist

About the Role

The Employee Relations Specialist performs and participates in a variety of sensitive and often confidential functions in support of the Human Resources Department, under the general direction of the Director of Employee Relations. This role primarily assists in providing guidance on employee performance, misconduct, employee conflict, FMLA administration, and ADA accommodations.

Responsibilities

• Serves as the initial point of contact for managers and employees regarding employee relations issues, including employee conflict, performance management, and employee discipline. Advises on applicable policies, procedures, and best practices.
• Researches, identifies, and analyzes specific employee relations concerns and makes appropriate recommendations.
• Partners with HR to conduct workplace investigations, using conflict resolution techniques to resolve workplace issues. Acts as a neutral party to ensure a prompt, fair, and neutral process for all parties.
• Assists with preparation of investigatory reports, detailing matters clearly and concisely, along with suggestions for corrective actions.
• Reviews informal complaints by gathering information, facilitating discussions, and addressing concerns through resolution or escalation.
• Conducts and/or participates in exit interviews and stay interviews. Monitors trends across departments and reports findings to the Director of Employee Relations.
• Conducts research on applicable laws and regulations. Brings compliance-related concerns to the attention of the Director of Employee Relations.
• Provides advice regarding performance management, disciplinary procedures, and other personnel policies.
• In conjunction with the Director of Employee Relations, provides ongoing training related to policies, administrative procedures, and state and federal mandates. Improves company effectiveness by providing training in supervisory and management skills, including coaching, performance management, discipline, and grievance handling.
• Attends meetings, serves on select working groups, and provides backup support as needed.
• Performs job-related duties as assigned.

Requirements

• Bachelor’s degree in Human Resources or a related field and four or more years of directly related experience, or an equivalent combination of education and experience.
• Knowledge of the principles, practices, and procedures of employee and labor relations, grievance/conflict resolution, and mediation/alternative dispute resolution.
• Knowledge of applicable employment laws and regulations.
• Experience conducting investigations.
• Knowledge of FMLA, ADA, FLSA, and experience advising managers and staff.
• Excellent consultative, negotiation, and analytical skills.
• Ability to work both independently and within cross-functional teams.
• Ability to interpret legal provisions, policies, and procedures.
• Ability to prepare and present training programs and materials.
• Effective verbal and written communication skills.
• Proficiency with MS Office (PowerPoint, Excel, Word, Access, etc.).

Preferred Qualifications

• Experience in a higher education environment.
• Professional Certification in Human Resources.

Physical Demands

The physical demands described are representative of those required to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.

• Occasionally required to stand, walk, sit, use hands to finger, handle, or feel objects, tools, or controls, reach with hands and arms, climb stairs, balance, stoop, kneel, crouch, or crawl, talk or hear, and taste or smell.
• Must occasionally lift and/or move up to 25 pounds.
• Specific vision abilities required include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Work Environment

The work environment characteristics described are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.

• Usually not exposed to weather conditions.
• The noise level in the work environment is usually moderate.