People Relations Specialist

Manage intake of employee and anonymous concerns through Workday Help, AllVoices, and other established channels. Acknowledge reports, clarify concerns, assess urgency, and document next steps.

Own assigned routine cases from intake through fact-finding, recommendations, resolution, and closure. 

Conduct employee and witness interviews, review relevant records, and prepare objective case summaries that separate reported concerns from established facts. Recommend practical next steps and obtain required approvals before implementation.

Keep employees and leaders informed of next steps, track agreed actions, and confirm follow-through before closing cases. Maintain accurate, timely records and share sensitive information only with those who need it for their responsibilities.

Reassess case complexity as information emerges. Partner with the People Relations Manager on matters beyond routine scope; promptly escalate allegations of harassment, discrimination, retaliation, serious safety concerns, wage issues, or sensitive leadership conduct to the People Relations Manager or designated alternate.

Support manager-led investigations by gathering records, conducting assigned interviews, and tracking follow-up actions under the investigation lead's direction.

Coach studio and field leaders on attendance, conduct, performance conversations, conflict resolution, and consistent policy application. Help leaders set clear expectations, prepare factual documentation, and follow through on coaching commitments.

Draft and review routine corrective action and performance improvement documentation. Flag possible accommodation, leave, or other protected-activity concerns before action; route involuntary separations, and policy exceptions to People Relations leadership for approval.

Track support action plans, corrective actions, and mid-year and end-of-year review milestones in Workday. Follow up with leaders on deadlines, identify incomplete documentation, and report recurring issues to the People Relations Manager.

Own initial intake of ADA and other workplace accommodation requests, including requests raised informally. Explain the process, provide approved forms and relevant job descriptions, coordinate required documentation, and maintain timely follow-up and restricted medical records.

Prepare a clear summary of the request, job responsibilities, and outstanding questions for the People Relations Manager or Senior People Relations Manager, who leads the interactive review and accommodation decision. Support approved employee and leader communications and track implementation and review dates.

Route leave administration, leave eligibility, and leave benefit questions to Total Rewards. Maintain clear handoffs when an accommodation request also involves leave, and flag changes or unresolved questions for the appropriate owner.

Own execution of approved offboarding for coaches, core crew, and other assigned employees. Complete Workday transactions and separation documentation, coordinate required notifications and system access removal where applicable, and verify completion at the approved time.

Coordinate final pay information and deadlines with Payroll, follow approved jurisdiction-specific checklists, and resolve or escalate missing information. Confirm required offboarding steps are completed and maintain an accurate record of the separation.

Manage assigned I-9 verification, reverification, and correction follow-up through Equifax and approved workflows. Monitor exceptions, maintain records, and escalate unresolved compliance issues.

Serve as the primary liaison with Equifax for unemployment claims. Compile accurate responses and supporting records, track deadlines, and coordinate hearing preparation and disputed or sensitive matters with People Relations leadership.

Own assigned project tasks and process improvements with the People Relations Manager, including handbook updates, performance review cycles, succession planning coordination, and background check workflows. Track deliverables and raise barriers early.

Maintain practical procedures, templates, and employee resources. Recommend changes based on recurring questions and case experience, and facilitate training on approved People Relations processes for field leaders.

Review case volume, aging, recurring concerns, exit feedback, and completion of key employee processes. Share trends and recommended actions with People Relations leadership to improve consistency, responsiveness, and the employee experience.