Employee Relations Specialist (HR)

• →Serve as a primary HR resource for employee relations concerns, including workplace conflict, conduct, performance, attendance, policy violations, and complaints.
• →Conduct timely, thorough, and objective workplace investigations involving matters such as harassment, discrimination, retaliation, workplace conduct, and other policy concerns.
• →Conduct and document interviews with employees, managers, and witnesses.
• →Assess investigation findings and partner with HR leadership to recommend appropriate next steps.
• →Prepare clear, factual, and well-organized investigation summaries and supporting documentation.
• →Maintain confidentiality and professionally manage highly sensitive employee information.

• Coach leaders on employee performance concerns, accountability, attendance, conduct, and workplace expectations.
• Guide leaders through coaching conversations, written corrective actions, performance improvement plans, and other performance management processes.
• Review corrective action documentation to ensure concerns, expectations, and required improvements are clearly and appropriately documented.
• Partner with leaders to determine appropriate and consistent corrective action based on the circumstances, company policy, prior practices, and applicable employment requirements.
• Support employee separations and other sensitive employment decisions in partnership with HR leadership.
• Promote timely intervention and documentation rather than allowing employee concerns to remain unresolved.

• Serve as a trusted advisor to operational and functional leaders on employee relations matters.
• Help leaders assess employee situations objectively and determine practical, compliant solutions.
• Provide guidance on company policies, workplace expectations, employee communication, and HR best practices.
• Coach leaders on effectively delivering difficult messages, setting expectations, and documenting employee conversations.
• Build collaborative relationships with employees and leaders at all levels of the organization.
• Partner closely with HR, Talent Acquisition, Onboarding, Payroll, Compliance, Operations, and other internal teams when employee matters cross functional areas.

• Interpret and consistently apply company policies and procedures.
• Maintain working knowledge of federal, state, and local employment laws applicable to the employee populations supported.
• Partner with HR leadership on higher-risk employee relations matters and escalate concerns when appropriate.
• Identify potential compliance, employee experience, or organizational risks and bring them forward proactively.
• Support updates to employee relations policies, processes, templates, and guidance as business or regulatory requirements evolve.
• Maintain organized and complete employee relations documentation in accordance with company standards.

• Help create a workplace environment where employees feel concerns are heard and handled professionally and consistently.
• Identify recurring employee relations trends and provide insights to HR leadership.
• Support exit interview processes and identify themes or areas of concern.
• Partner with HR leadership to develop education, tools, and resources addressing recurring employee or leader needs.
• Facilitate employee relations and performance management training for leaders as needed.
• Support HR initiatives that strengthen accountability, communication, engagement, retention, and the overall employee experience.

• Strong knowledge of employee relations principles and employment practices.
• Working knowledge of federal and state employment laws.
• Strong workplace investigation and fact-finding skills.
• Ability to remain objective and exercise sound judgment in complex or emotionally sensitive situations.
• Strong written documentation skills, including investigation summaries, corrective actions, and professional employee communications.
• Ability to coach managers through challenging employee conversations.
• Strong interpersonal skills and the ability to establish credibility with employees and leaders at all levels.
• High degree of discretion and ability to maintain confidentiality.
• Strong organizational skills with the ability to manage multiple cases and competing priorities.
• Comfortable working independently while knowing when to escalate higher-risk matters.
• Ability to interpret policies and apply them consistently while considering the circumstances of each situation.
• Strong emotional intelligence, professionalism, and resilience.
• Proficiency with Microsoft Office and HR technology platforms.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and relevant experience.
• 3-5+ years of progressive Human Resources experience, with meaningful experience handling employee relations matters.
• Experience advising managers on performance management, corrective action, employee complaints, and policy interpretation.
• Experience conducting or supporting workplace investigations.
• Strong written and verbal communication skills.

• Experience supporting employees across multiple states.
• Experience in healthcare, home health, hospice, or another highly regulated and distributed workforce environment.
• Experience supporting both field-based and corporate employee populations.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification.
• Experience using HRIS, case management, or employee relations tracking systems.

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