Employee Relations Specialist

Job: Employee Relations Specialist
Duration: 6 Months
Location: San Diego, CA
Pay Rate: $52.80/hr. W2
Job Description:
Top 5 Required Skills:
1. Performance Management - must have demonstrated experience working with managers and employees to improve employee performance
2. Experience conducting investigations
3. Conflict resolution - the ability to handle conflicts and settle disputes fairly and constructively
4. Analytical skills - can gather information and make informed decisions based on the information gathered
5. Communication - build trust easily, communicate effectively with employees at all levels of the organization and maintain confidentiality
Technologies:
Microsoft office
Experience with HR management software in general (Workday, PeopleSoft, Oracle, HR Acuity or other case management database), but there is not a specific platform that is required
Required Education:
Required Years of Experience
Bachelor's degree and 3+ years of Employee Relations, Human Resources, or related work experience.
OR
Associate's degree and 5+ years of Employee Relations, Human Resources, or related work experience.
OR
High School Diploma or equivalent and 7+ years of Employee Relations, Human Resources, or related work experience.
Key Words:
Investigation
Employee Concerns
Grievance
Performance Management
Performance Improvement
Coaching
Communication
Conflict management
Performance Improvement Plan
Job Description:
Principal Duties and Responsibilities:
• Leverages knowledge of ER best practices, including applicable state/federal/central law and fair and equitable employment practices to support and pro-actively lead ER-related projects (e.g., investigations, performance improvement plans, conflict management, etc.) and any follow-up with some guidance.
• Manages ER investigations related to dissatisfaction, discrimination, harassment, retaliation, pay equity, interpersonal conflict and/or ethical violations with support.
• Leverages data and information from analytic tools, surveys, observations, and supervisors to make data-based decisions on ER-related topics (e.g., employee morale, employee engagement, work/life balance, organizational culture, employee turnover, workplace incidences, etc.).
• Collaborates with and provides support for immediate team members, internal counsel, HR teams, and other relevant resources to resolve employee relations-related issues effectively and in compliance with local/applicable laws.
• Learns and applies knowledge of current socio-political and regulatory landscape to accomplish work that is aligned with company's priorities, culture, and vision.
• Seeks essential knowledge of advances in the Employee Relations field and identifies opportunities for professional growth and development; shares knowledge with others.
• Writes clear and detailed technical documentation and/or reports for projects and investigations, reviews technical documentation for others.
Level of Responsibility:
• Works under some supervision.
• Decisions are moderate in nature. Errors are detected and corrected with relatively minor financial impact or effect on projects, operations, or customer relationships. May require involvement beyond immediate work group to correct.
• Requires verbal and written communication skills to convey information that may be somewhat complex to others who may have limited knowledge of the subject in question. Role may require basic negotiation and influence, cooperation, tact, and diplomacy, etc.
• Has a moderate amount of influence over key organizational decisions (e.g., is consulted by senior leadership to make key decisions).
• Most tasks require multiple steps which can be performed in various orders; some planning and prioritization must occur to complete the tasks effectively; mistakes may result in some rework.
• Substantial creativity is needed to innovate new processes, procedures, or work products within guidelines or to achieve established objectives.
• Deductive and inductive problem solving is required; multiple approaches may be taken/necessary to solve the problem; often information is missing or incomplete; intermediate data analysis/interpretation skills may be required.
• Incumbent's input may be solicited during strategic planning period.