Employee Relations Specialist

United States·Dallasmid

Employee Relations SpecialistHuman Resources

1 views0 saves0 applied

Apply Now

Quick Summary

Key Responsibilities

Serves as a dynamic employee relations resource Conducts timely, objective workplace investigations (misconduct, harassment, discrimination, retaliation, workplace violence,

Requirements Summary

Required Bachelor's degree in Human Resources, Business, Organizational Psychology or related field (or equivalent experience) 3+ years of progressive employee relations experience,

Technical Tools

Employee Relations SpecialistHuman Resources

8am - 5pm

Monday - Friday

The Employee Relations (ER) Specialist requires employee relations expertise along with analytical and critical thinking skills. Under the oversight of Vice President of Human Resources (HRVP), this role partners with HR operational leaders to resolve employee relations matters fairly, consistently and in compliance with policy and law. The specialist also builds and owns the ER measurement framework: case tracking standards, KPIs and leadership reporting with a goal of reducing risk, improving consistency and strengthening workplace culture.

Sound judgment, neutrality and discretion with highly confidential information
Analytical thinking: turns raw case data into clear insights and recommendations
Credible advisor to leaders at all levels including HR Directors
Clear, concise written communication and investigation report writing
Calm, solution-focused approach in emotionally charged situations
Process improvement mindset and attention to data accuracy

Requirements

~1 min read

Bachelor's degree in Human Resources, Business, Organizational Psychology or related field (or equivalent experience)
3+ years of progressive employee relations experience, including conducting investigations
Working knowledge of Title VII, ADA, FMLA, FLSA, NLRA and Texas employment law
Demonstrated experience building metrics, reports or dashboards (advanced Excel required)

Nice to Have

~1 min read

SHRM-CP/SCP or PHR/SPHR; AWI-CH or other investigations certification
Familiarity with just culture principles and clinical licensure/regulatory requirements
Experience with ER case management systems (e.g., Workday) preferred

Responsibilities

~3 min read

→Serves as a dynamic employee relations resource
→Conducts timely, objective workplace investigations (misconduct, harassment, discrimination, retaliation, workplace violence, policy violations); documents findings and recommends outcomes
→Advises leaders on performance management, progressive discipline, corrective action and terminations, ensuring consistency with policy and precedent
→Under the direction of HRVP, partners with People & Culture (P&C) leadership on process improvement initiatives as it relates to HR operations
→Coordinates with Legal, Compliance and Risk Management on high-risk or cross-functional matters
→Supports leave, accommodation and fitness-for-duty processes in partnership with Benefits and Employee Health, and HR Operational leaders (FMLA, ADA)
→Prepares responses and documentation for agency charges (EEOC, TWC) and supports unemployment claims, hearings, etc.
→Facilitates conflict resolution, mediation and team interventions; recommends coaching or engagement actions
→Interprets and assists in the development of HR policies; identifies ER trends that support leader training on ER topics, documentation and policy application
→Maintains accurate, confidential case records in the ER case management system
→Designs and implements a standardized ER case intake, categorization and tracking process across all sites
→Develops and maintains an ER case model that classifies cases by complexity, risk and resource intensity (e.g., Level 1 routine coaching through Level 4 high-risk/legal exposure); uses it to triage and balance caseloads
→Establishes and owns tracking ER KPIs, such as:
- →Case volume and rate per 100 employees, by facility, department, leader and job family
- →Case mix by type and level
- →Time to first response and time to resolution
- →Investigation substantiation rates and outcome consistency
- →Educational opportunities
- →Agency charges, grievances and litigation trends
- →ER-related turnover and regrettable loss
→Ensures data integrity through case documentation standards, coding definitions and periodic audits
→Builds dashboards and monthly/quarterly reports for P&C leadership
→Analyzes trends to identify hot spots, root causes and training needs; recommends targeted interventions under the leadership of VPHR
→Benchmarks ER metrics against healthcare industry data and internal targets
→Partners with HRIS and Analytics to optimize the case management system and reporting tools
→Links ER data with engagement, turnover, patient experience and safety indicators where appropriate

Methodist Health System is a faith-based organization with a mission to improve and save lives through compassionate, quality healthcare. For nearly a century, Dallas-based Methodist Health System has been a trusted choice for health and wellness. Named one of the fastest-growing health systems in America by Modern Healthcare, Methodist has a network of 12 hospitals (through ownership and affiliation) with nationally recognized medical services, such as a Level I Trauma Center, multi-organ transplantation, Level III Neonatal Intensive Care, neurosurgery, robotic surgical programs, oncology, gastroenterology, and orthopedics, among others. Methodist has more than two dozen clinics located throughout the region, renowned teaching programs, innovative research, and a strong commitment to the community. Our reputation as an award-winning employer shows in the distinctions we’ve earned: