Employee Relations Advisor

INTEGRIS Health•Oklahoma City, OK

2d•Onsite

About The Position

The Employee Relations Advisor leads high-risk employee relations matters, including discrimination, retaliation, sexual harassment, workplace violence, reasonable suspicion, fitness-for-duty, and diversion cases. The role conducts impartial investigations using defensible methods, produces litigation-ready reports, and recommends outcomes. It requires credible analysis, trauma-informed interviewing, clear documentation of findings and rationale linked to policy, and principled judgment under ambiguity. The Advisor calmly influences senior leaders, supports severance risk assessments and settlements with Legal and HR business partners, and participates in rapid response for emergent events and an on-call rotation. The position also guides and coaches Tier I and Tier II staff and contributes to training and quality assurance reviews.

Requirements

At least 5 years of HR or employee relations experience, or meets the education requirement through experience.
Prior experience with investigative writing.
Prior experience with case management systems.
Prior experience with ADA/FMLA policies and procedures.
Prior experience navigating high-risk and executive-level investigations.
Bachelor’s degree, or meets experience requirements.
Strong verbal and written communication skills.
Proven ability to facilitate sensitive conversations.
Proven ability to de-escalate.
Proven ability to prioritize.

Responsibilities

Lead egregious and high-risk employee relations matters, including discrimination, retaliation, sexual harassment, workplace violence, reasonable suspicion, fitness-for-duty, and diversion cases.
Conduct impartial investigations using defensible methods and trauma-informed interviewing.
Scope investigations and create investigation plans, witness lists, and evidence maps.
Conduct interviews and collect and analyze documents in coordination with Caregiver Safety, Legal, Compliance, and Caregiver Health.
Draft findings reports with credibility assessments and policy citations.
Document clear findings, rationale, and policy linkage for scrutiny.
Recommend outcomes, including termination, and support severance risk assessments and settlements with Legal and HR business partners.
Lead rapid response for emergent events and participate in an on-call rotation.
Guide and coach Tier I and Tier II staff.
Contribute to training and quality assurance reviews.
Calmly influence senior leaders and exercise principled judgment in ambiguous situations.