Senior Internal Human Resources Specialist, People Relations - AZ, GA - On Site

About Us

Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 95,000 businesses and process over $135B in annual payroll. As a "One Employer Solution” headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees.

About the Role

The Senior Internal Human Resources Specialist – People Relations & HR Partnerships will play a critical role in fostering a positive work environment by managing employee relations, conducting thorough investigations, assisting in reviewing and providing guidance on termination consultation escalations, and offering performance management and discipline training and coaching to managers. The Sr. Specialist will also serve as a strategic advisor to company leaders and managers, providing expert HR guidance and support to drive business objectives. This involves aligning HR strategies with business goals, conducting HR audits, and implementing HR initiatives that enhance organizational performance and culture, optimize processes, manage organizational risk, and ensure compliance with employment laws and regulations. This position requires a seasoned HR professional with a deep understanding of employment laws, conflict resolution, and best practices in employee relations.

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 interview questions, conduct interviews, take detailed notes, ensure signed statements, and prepare investigation summary reports.
• Update the investigation tracker and ensure investigation files are complete and organized.
• Communicate with leaders and employees throughout the investigation process.
• Assist in post-investigation follow-up to monitor and prevent retaliation.
• Ensure implementation of post-investigation disciplinary actions, including sitting in on disciplinary meetings and verifying training completion.
• Identify legal and regulatory compliance concerns related to employee relations and partner with managers on coaching, counseling, reduction in force decisions, and termination analysis.
• Assist with reviewing pre-termination cross-check escalations and provide guidance to the internal team.
• Update educational guides, the Managers Corner, and other manager training resources in collaboration with the learning department.
• Review EEOC position statements, documentation, and exhibit lists prepared by legal prior to submission.
• Track all internal employee legal actions and EEOC complaints on the shared tracker with legal.
• Follow up with legal on complaint processes, outcomes, and debriefs to enhance documentation best practices.
• Review proposed unemployment responses for contested cases based on allegations of misconduct.
• Review documentation packets and provide guidance to the Internal Human Resource Associate prior to submitting unemployment claims.
• Analyze initial unemployment determinations to decide whether to file an appeal.
• Prepare and coach the Internal Human Resources Associate on responding to and participating in unemployment hearings.
• Perform post-call debriefs to review opportunities for enhancing responses and improving outcomes.
• Provide guidance and training on performance improvement plans and review them for other specialists upon request.
• Assist in the development and updating of HR policies and procedures.
• Complete HR compliance projects and other department projects as assigned.
• Ensure compliance 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 and track progress, and update assigned scorecard statistics for level 10 meetings.
• Participate in department rock planning meetings, lead and participate in 1-2 department rocks per quarter, and meet with rock team members to plan milestones and goals.
• Take ownership of rock projects and update the quarterly rock sheet prior to every level 10 meeting.
• Prepare an issues list of observations, opportunities for process enhancement, or troubleshooting needs for level 10 meetings.
• Participate fully in EOS/Traction department processes surrounding areas of accountability, department projects (Rocks), Scorecard statistics, IDS, and To Dos.
• Partner with the HR Compliance team on internal HR compliance projects and initiatives.
• Assist in the development, implementation, and maintenance of compliance policies and procedures.
• Conduct regular risk assessments to identify potential areas of compliance vulnerability and risk.
• Conduct internal audits and investigations to ensure compliance with policies and regulations.
• Prepare reports and recommend corrective actions as necessary.
• Provide guidance and support to various departments on compliance-related matters.
• Execute on the Business Leadership excellence program quarterly conversations and company scorecard discussions with assigned department leaders.
• Collaborate with business leaders to understand their goals and challenges, and develop HR strategies that support business objectives.
• Serve as a communication conduit for leaders on key company initiatives, objectives, and priorities.
• Execute on the Vensure Leadership Development Succession planning program with assigned department leaders.
• Provide insights and recommendations on workforce planning, talent management, and organizational development.
• Conduct HR audits and assessments to identify areas for improvement.
• Provide expert advice on employee relations, performance management, and compliance issues.
• Coach and guide leaders on performance management processes, disciplinary action best practices, and performance improvement plans.
• Provide guidance to leaders on professional development conversations and Vensure’s Professional Growth Plan template and process.
• Respond to complex employee inquiries and provide guidance on HR policies, procedures, laws, and standards.
• Monitor and respond to inquiries from department leaders and employees within department response time standards and KPIs.
• Conduct pre-termination consultations and escalate pre-term cross-check issues to Internal HR leadership.
• Coordinate on-site support for separation conversations, lead termination meetings, and ensure successful execution of the offboarding process.
• Respond to escalations and questions from leaders on HR tickets and communicate internally with the HR operations team on ticket progress.
• Properly and timely document all employee-related interactions.
• Perform job evaluations and job analyses; prepare and update job descriptions and department career paths.
• Review positions to determine FLSA compliance with white collar duties test and minimum salary thresholds; conduct FLSA audits.
• Respond to escalations on performance review system issues/troubleshooting.
• Coordinate with the HR Operations & HR Service team on report requests for department leaders.
• Pull company compensation data and pay ranges upon request for authorized department leaders.
• Communicate with leaders on title updates, FLSA adjustments, and compliance requirements.
• Assist with compiling and sending reports, communications, and documentation.