Employee Relations Specialist

Overview

The Employee Relations Specialist reviews, processes, and coordinates employee disciplinary requests and interventions submitted by Field Leadership. This role evaluates supporting documentation, verifies applicable policy requirements, prepares corrective action materials, facilitates timely follow-up, and maintains accurate employee relations case records. Working closely with Field Leadership and the Employee Relations Manager, the Specialist helps ensure consistent, fair, and well-documented handling of performance, attendance, conduct, and other workplace concerns. Complex, sensitive, or high-risk matters are promptly escalated for guidance and approval.

Responsibilities

Duties/Responsibilities:

Receive, review, and process disciplinary and intervention requests from Field Leadership, including attendance, performance, safety, conduct, and policy-related matters.

Assess submitted information for completeness, accuracy, prior corrective action history, policy alignment, and consistency; request additional documentation or clarification as needed.

Prepare and coordinate written warnings, improvement notifications, performance improvement plans, coaching documentation, and other corrective action materials for appropriate review and approval.

Advise Field Leadership on documentation expectations, progressive discipline practices, appropriate interventions, and required follow-up; do not independently authorize high-risk employment actions.

Track disciplinary requests from intake through review, approval, delivery, acknowledgment, and closure; follow up on outstanding items and deadlines.

Coordinate with the Employee Relations Manager on proposed terminations, demotions, suspensions, allegations of retaliation or discrimination, and other sensitive or nonroutine matters.

Conduct initial fact-gathering and support workplace investigations through interviews, record review, timelines, and case summaries as assigned.

Assist with employee complaint intake and resolution, ensuring timely referral or escalation when matters warrant additional investigation.

Maintain accurate, confidential records in HR systems and case files; ensure documentation is retained and routed according to established procedures.

Identify recurring field issues and gaps in documentation or policy understanding; recommend coaching, training, or process improvements.

Communicate professionally with employees and leaders regarding process steps, expectations, and the status of assigned matters

Qualifications

Education and Experience:

Associate’s or bachelor’s degree in Human Resources, Business Administration, or related field preferred; equivalent relevant experience may be considered.

Two to four years of HR experience, preferably involving employee relations, corrective action, HR operations, or case management.

Experience supporting an hourly, field-based, or multi-location workforce preferred.