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Employee Relations Support Specialist
Job Reference #: 5000329082006
Exempt or Non-ExemptNon-exempt
Provides administrative and substantive support resolving employee relations issues, including conduct and work performance. Working under advisement of and in collaboration with the HR Business and Strategy Partner, enforces HMSA's policies and procedures in a manner consistent with employment laws, regulations and guidelines, some of which include Employment Practices Law, the Family and Medical Leave Act, the Americans with Disabilities Act, and Wage and Hour Law.
- Associate's degree and 2 years of HR-related experience; or equivalent combination of education and experience.
- Strong verbal and written communication skills.
- Strong interpersonal skills.
- Good conflict management skills.
- Competent in Microsoft Office software, including MS Word, Outlook, Excel and PowerPoint.
Duties and Responsibilities
- Maintains an understanding of the legal and business risks involved in all employee relations issues, including investigations, inquiries, and complaints. Records and produces notes based on this understanding, taking into account all applicable employment laws, regulations, and guidelines to ensure compliance and prevent liability.
- Creates, organizes and maintains employee relations files and records, including employee relations logs and employee rehire status records, and completes assessments to identify employee relations issues independently and upon request.
- Researches, reviews and responds to employee relations and unemployment insurance inquiries.
- Reviews and evaluates work performance issues both independently and in collaboration with management and HR Business and Strategy Partners, including editing and producing Employee Improvement Plan documents. Recognizes associated business risks and identifies preventive actions along with viable recommendations that will ensure compliance with employment laws and maintain consistency, fairness, and a non-discriminatory company environment. Understands the importance the Employee Improvement Plan, which may result in employee terminations, and must therefore be executed properly to avoid high-risk impacts to the organization. Tracks the Employee Improvement Process from implementation through completion, monitoring for potential problems and escalating issues to the HR Business and Strategy Partners as necessary.
- Identifies and evaluates unpredictable and sometimes complex employee relations issues, including employee grievances and management concerns regarding employee performance and conduct. Performs necessary follow-up, involving verbal and written communication with all levels of staff and management.