Human Resources Specialist

Essential Functions

• Employee Relations & Case Management (Primary Function)
• Serve as the first point of contact for employee relations issues across assigned populations, including attendance, conduct, performance, policy compliance, and workplace complaints
• Manage a high-volume ER caseload across multiple shifts and departments
• Conduct fact-finding investigations, including employee and manager interviews, documentation review, and written findings summaries
• Draft, review, and validate corrective action documentation, including written warnings, final warnings, and termination packets
• Ensure consistent and legally compliant application of HR policies across managers, shifts, and departments
• Maintain accurate and complete case documentation in HR case management systems
• Manager Enablement
• Provide daily, real-time guidance to employees on HR policies, procedures, and employee situations
• Support managers in delivering attendance, discipline, and performance conversations, including preparation and documentation standards
• Advise managers on performance improvement and development plans, execution, attendance tracking, and corrective action sequencing
• Reinforce role clarity, behavioral expectations, and policy standards as defined by leadership and HR governance
• Employee Experience Stabilization
• Identify recurring friction points affecting employee experience (e.g., attendance issues, supervisor behavior, shift concerns)
• Flag emerging patterns and trends to Leadership Partners and HR leadership
• Support execution of engagement surveys, listening sessions, and follow-up actions as directed programs
• Reinforce cultural norms through consistent policy application and timely issue resolution
• Risk Identification & Escalation
• Identify and escalate people risks involving leadership behavior, repeated patterns, or elevated legal exposure
• Partner closely with LOA, Accommodations, Compliance, and Legal teams to ensure documentation accuracy and risk containment
• Escalate cases to Leadership Partners when issues involve manager or senior leader behavior, structural or role clarity concerns, or reputational, legal, or enterprise-level risk
• Retain ownership of cases that are individual, policy-based, and resolvable through standard corrective action

Qualifications

• Required
• Bachelor’s or master’s degree required in Human Resources or related field
• Minimum 3 years of progressive HR experience in manufacturing or other high-volume industrial environments
• Demonstrated expertise in employee relations case management, workplace investigations, and corrective action execution
• Working knowledge of federal and state employment laws (attendance, discipline, ADA, LOA, retaliation, harassment)
• Proficiency in Microsoft Office Suite and HR case management systems
• Strong written and verbal communication skills
• PREFERRED
• HR certification (PHR, SHRM-CP)
• 5 years of progressive HR experience in manufacturing or other high-volume industrial environments
• Experience in semiconductor or advanced manufacturing environments
• Bilingual capabilities (English/Mandarin)
• Experience with HRIS platforms (Workday, SAP SuccessFactors, or similar)
• Prior experience managing ER caseloads across shift-based manufacturing operations