Employee Relations Specialist III

Daimler Truck•Portland, OR

1d•$95,000 - $121,000•Hybrid

About The Position

The Employee Relations Specialist III provides experienced operational HR business partner and generalist support to leaders and employees. The role coordinates employee relations programs; advises on employment law, performance management, discipline, HR practices and company policy; conducts workplace investigations; resolves employee concerns and disputes; and supports compliant, consistent people practices. The specialist builds trusted relationships, coaches managers and employees, supports organizational change, and delivers responsive customer service while maintaining strict confidentiality. This role is a key part of the project team organizing and staffing a new U.S. truck assembly plant. It requires extensive travel and will eventually require relocation to the new plant location. The position is hybrid, with four days per week in-office and one remote day. Applicants must be able to work in or relocate to Fort Mill, South Carolina, or Portland, Oregon. Relocation assistance is available to selected candidates who meet eligibility criteria.

Requirements

Bachelor’s degree in Human Resources, Human Relations, Industrial Relations, Labor Relations, Business Administration or a related discipline.
5–7 years of relevant experience, including direct Employee Relations or HR Generalist experience.
Demonstrated experience conducting workplace investigations and handling sensitive employee matters with strict confidentiality.
Working knowledge of federal, state and local laws, regulations and court decisions applicable to employee relations.
Experience or significant project exposure in at least two HR disciplines, such as employee relations, recruiting, benefits, labor, compensation, training or organizational development.
Strong verbal and written communication skills, sound judgment, analytical and problem-solving skills, and the ability to handle complex issues with minimal guidance.
Ability to advise management, build partnerships, deliver high-quality customer service and influence stakeholders across functions.
Ability to gather, analyze and apply data to support decisions, recommendations and plans.
Proficiency with Microsoft Office applications and ability to prepare clear case documentation, reports, presentations and training materials.
Ability to manage competing priorities and lead projects or work streams within broader initiatives.
Ability to work in or relocate to Fort Mill, SC, or Portland, OR; the role involves extensive travel and eventually requires relocation to the new plant location.

Nice To Haves

Master’s degree in Industrial Relations, Human Resources, Business Administration or a related discipline.
Professional HR certification such as PHR or SPHR; coaching certification is also valued.
Project-management experience and prior implementation or training experience with performance-management tools and HR processes.
Broader experience in recruiting, training, investigations, policy application and process development.
Demonstrated coaching, facilitation and change-management capability.

Responsibilities

Lead or participate in short- and long-term HR or cross-functional projects and work streams.
Coordinate with cross-functional teammates to help develop the new plant strategy and meet plant delivery timelines for HR deliverables.
Assist with developing the new plant recruiting strategy and support its implementation with internal and external recruiting partners.
Coordinate employee relations programs and practices to support consistent policy application and legal compliance.
Research, assess and respond to employee questions, concerns, complaints and grievances; recommend appropriate resolution methods.
Conduct fair, timely and well-documented workplace investigations and support disciplinary and corrective-action processes.
Advise and coach managers on performance management, employee development, engagement, discipline, HR practices and company policy.
Develop, administer and improve HR policies, procedures, grievance processes and exit-interview practices.
Maintain accurate, confidential employee-relations records, case documentation and related reporting.
Interpret and administer EEO and Affirmative Action programs; support training, data collection, reporting and resolution of related concerns.
Monitor applicable federal, state and local employment requirements and help ensure adherence to company, government, labor and industry regulations.
Support organizational change by anticipating workforce impacts, identifying management needs and recommending implementation actions.
Build and maintain productive relationships with management, employees, applicants, recruitment sources and other stakeholders.
Support recruiting, hiring, onboarding, succession planning and consistent execution of interview policies and procedures.
Facilitate orientation and location-specific programs and deliver training on performance management, anti-harassment, FMLA, EEO and related HR topics.
Gather and use workforce data to support recommendations, strategic decisions, plans and continuous improvement.
Serve as a resource and guide for less-experienced colleagues and contribute to standards and practices used by others.
Perform other related duties as assigned in support of business and employee needs.

Benefits

Annual bonus program.
401(k) company contribution with company match up to 6%, plus non-elective company contribution of 3–7% depending on age.
Starting at four weeks of paid vacation.
15 calendar holidays.
Eight weeks of paid parental leave.
Employee assistance program.
Comprehensive healthcare plans and wellness programs.
Onsite fitness at some locations.
Tuition assistance.
Paid volunteer time off.
Short-term and long-term disability plans.
Relocation assistance for eligible selected candidates.