Position Overview

The Employee Relations Specialist partners with employees, managers and Human Resources Business Partners to investigate and bring resolution to employee relations issues that provides fair and consistent treatment to all employees, and in a manner consistent with the company's policies, procedures, and state and federal law. This position reports into the Director Human Resources.

Key Job Responsibilities

Performance Management

• Answers questions regarding company's policies and procedures.

• Educates managers on legal practices, acceptable workplace behaviors and appropriate counseling methods.

• Conducts intake meetings with employees and managers to identify concerns or complaints involving workplace conduct, performance issues, policy violations, harassment allegations and other complaints.

• Reviews and considers information from all parties and applies understanding of corporate policies, employment law and other regulations.

• Provides guidance on effective ways of resolving employee relations issues and makes discipline recommendations utilizing the company's progressive discipline process.

• Reviews and approves disciplinary action documents based on predefined criteria.

• Participates in disciplinary action discussions, as needed, and in all termination discussions.

• Escalates HR issues that meet predefined criteria and using judgment to assess risk and sensitivity level.

• Apprises business and HR leaders on the status of issues and concerns being addressed and recommendations or disciplinary actions as appropriate.

Internal Investigations

• Seeks out labor relations counsel when in accordance with predefined criteria or as necessary to discuss complex issues.

• Prepares and provides required correspondence, information and documentation for case preparation involving legal and third party review.

• Leads internal investigations and may partner with HR Leadership to represent organization as requested at unemployment or labor hearings.

Training

• Recommends training topics for managers based on types and frequency of issues.

• Participates in the delivery of training to managers regarding disciplinary procedures and company's policies and procedures.

Information Management and Reporting

• Ensures utilization of the Employee Relations module to complete and track activity.

• Maintains discipline/investigation files.

• Participates in HR special projects, as needed.

Job Qualifications

• Bachelors degree required, preferably in Human Resources or related field

• 1+years experience in Human Resources

• Previous employee relations experience preferred

• Firm understanding of employment laws

• Excellent professional written and verbal communications skills

• Critical thinker, active listener and effective time manager

• Demonstrated ability to exercise judgment and discretion in handling confidential information and situations

• Strong PC and analytical skills

Competencies

• Communication

• Consultation

• Critical Evaluation

• Relationship Management

• Ethical Practice

Work Environment

Work is performed primarily in an office environment. Working times may include irregular hours and on-call status including days, evenings, weekends and holidays. Team members must adhere to appearance guidelines as defined by Enore based in an office environment and when traveling, on an individual venue or a representation of venues in that city or area.

#INDCORP

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)