Employee Relations Consultant

Job Summary:

The Employee Relations Consultant, working under limited supervision, fosters a positive work environment by leading the resolution of complex and/or sensitive internal workplace situations. The role provides subject matter expertise and acts as a trusted advisor on employee relations matters. Provides policy interpretation and guidance to managers, employees, and other HR team members to ensure fair and consistent application of policies. The Employee Relations Consultant is responsible for partnering with stakeholders to design and implement solutions that reflect ER best practices, support sound decision making, and mitigate legal risk.

• 7 years of experience in Employee Relations, Human Resources or a related field, including experience in leading complex employee relations investigations.
• Bachelor’s degree in Human Resources or related field and/or commensurate experience.
• In-depth knowledge of employment laws, regulations, and best practices in employee relations.

Licenses and Certifications:

Behavioral Competencies

• Collaborates
• Communicates Effectively
• Customer Focus
• Decision Quality
Nimble Learning

Technical Skills:

• Change Management
• Conflict Management
• Employment and Labor Laws
• HR Programs and Policies
• Organizational Skills
• Workforce Assessment
• Workforce Development
• Employee Relations
• Project Management
• Data Analysis and Reporting
• Documentation Skills
• Facilitation
• Problem Solving

• Advises on employee relations matters and highly complex and/or sensitive workplace scenarios by providing analysis and recommendations to maintain a positive work environment and mitigate risk.
• Leads information gathering, evaluation and resolution of complex employee relations issues, including investigations, conflicts, disputes, and ethics violations with fairness and consistency, and in a timely manner.
• Develops, implements, and maintains company policies and procedures related to employee relations, disciplinary action, and workplace conduct, and ensures that policies are up-to-date, compliant with relevant laws, communicated effectively to employees, and consistently enforced.
• Collaborates with key stakeholders to design and execute initiatives, propose changes to policies and practices, and implement ER programs that address identified issues and promote a positive workplace culture.
• Provides guidance on performance matters including coaching and feedback on the activation of performance improvement plans, disciplinary action and investigations.
• Leads and/or consults with HR Business Partners to execute involuntary employee terminations and outplacements including coordination of appropriate tools and procedures (e.g. severance, outplacement services, benefits).
• Ensures compliance with applicable employment laws, regulations, and company policies. Stays updated on industry trends and evolving legal requirements to ensure the organization’s employee relations practices remain compliant and competitive.
• Creates and delivers training programs for employees and managers on topics such as performance management, conflict resolution, communication skills, and employment laws.
• Analyzes data and feedback to proactively identify areas of opportunity and partners with key stakeholders to develop and implement solutions to enhance employee engagement and improve retention.
• Maintains accurate and confidential records of employee relations cases and investigations and prepares detailed reports for HR leadership and Legal.
• Manages the external vendor for Unemployment Services, responds to unemployment inquiries, attends appeals hearings and analyzes unemployment reporting for trends.
• Provides consultation to the HR Operations team to handle complex leave and ADA questions and accommodations including leading the interactive dialogue process as needed.
• May have accountability for direct management of up to two employees, which includes navigation of employee related issues that impact morale and work environment to ensure a high performing team including hiring and selection, succession planning, performance and compensation management, and employee development and career coaching as required. Manages priorities and workload distribution and removes barriers that impede progress.