Employee Relations Specialist

Oshkosh•Spartanburg, SC

About The Position

Oshkosh Delivery is dedicated to redefining the future of last-mile and commercial delivery. Built on Oshkosh Corporation’s legacy of engineering excellence and innovation, we design and manufacture advanced delivery vehicles that are durable, efficient, and sustainable. With a focus on reliability, driver experience, and cutting-edge technology, Oshkosh Delivery empowers fleets and businesses to move goods smarter, safer, and with confidence, today and for the road ahead. Responsible for providing Employee Relations (ER) support to managers and team members including administering employment policies and practices and researching and/or investigating team member concerns and making recommendations that effectively promote positive employee relations. Conducts workplace investigations. Counsels management with respect to federal, state and local EEO and other personnel laws, ensuring consistent interpretation and application of laws, policies and procedures. Recommends effective solutions for addressing workplace issues and corrective action in accordance with personnel policy and applicable laws. YOUR IMPACT These duties are not meant to be all-inclusive and other duties may be assigned. Develops case management and/or investigation plan for each case. Assigns proper resources; identifies witnesses and key individuals; determines method, order and timing of interviews, evidence to gather; maintains contact with service request owner. Conducts investigations, as appropriate, including remote or onsite interviews with key individuals, such as the complainant, accused, witness, subject matter experts (SME).as needed utilizing standard and probing questions to effectively collect pertinent facts needed to resolve the case. Gathers evidence and facts required for conducting a proper assessment of the case; handling evidence in accordance with all company policies and guidelines. Identifies the company policies and practices that are relevant to the case in order to identify when a violation of company policy has occurred. Based on the findings, researches and recommends the action(s) to take to appropriately resolve the case. Assists team members with workforce issues by listening empathetically to concerns, managing expectations, and handling the case in a sensitive manner. Keeps team member regularly informed of the status of the case, informing the team member of obligations to ensure a timely and accurate handling of the case in accordance with company policies and guidelines. Consults with and advises managers regarding workplace issues and recommends appropriate personnel actions in accordance with Company policies and guidelines, and applicable laws. Coordinates review with employment law on guidance as appropriate in addressing cases that may result in potential legal action. Assists managers as needed in preparing corrective action documents and performance improvement plans, and preparing for employee conversations. Notifies manager of process and timeline based on the recommended actions. Reviews escalated matters with appropriate stakeholders and operates as intermediary as needed between the manager and the stakeholder. Remains current and informed in the field of Employee Relations in order to share knowledge and insights with others. Maintains knowledge of federal, state and local EEO and labor laws. Manages requests or inquiries from customers following defined procedures and guidelines. Conducts proper reviews and investigations working to resolve cases within acceptable timeframes, further escalating inquiries as appropriate in order to uphold timely, effective resolution. Engages appropriate stakeholders at the appropriate time in the case lifecycle in accordance with the HR functional area procedures and guidelines. Collaborates effectively with others in order to execute tasks and fulfill key deliverables within the HR functional area(s). Integrates efficiently with team members in the functional area(s) and seeks to provide expertise/advice in the area of specialization as appropriate. Strives to gather and share information to allow for transparent knowledge transfer and effective overall capability of the HR functional team. Interacts and interfaces with customers, vendors, service providers, and other third parties as applicable in relation to the activities and dependencies within the HR functional area(s).

Requirements

Bachelor’s degree in Human Resources Management, Business Administration, or a related field.
Three (3) or more years of relevant HR experience.

Nice To Haves

Certified Professional HR (PHR) or Senior Professional HR (SPHR).
Understanding of HR best practices and current regulations.
Ability to establish strong partnerships with functional and business leaders to develop and execute on long and short-term HR strategies that directly support the business.
Innovative, future-oriented and open to new thoughts and ideas.
Willing to challenge the status quo and be a strong influencer.
Ability to build team morale and promote corporate culture.

Responsibilities

Develops case management and/or investigation plan for each case.
Assigns proper resources; identifies witnesses and key individuals; determines method, order and timing of interviews, evidence to gather; maintains contact with service request owner.
Conducts investigations, as appropriate, including remote or onsite interviews with key individuals, such as the complainant, accused, witness, subject matter experts (SME).as needed utilizing standard and probing questions to effectively collect pertinent facts needed to resolve the case.
Gathers evidence and facts required for conducting a proper assessment of the case; handling evidence in accordance with all company policies and guidelines.
Identifies the company policies and practices that are relevant to the case in order to identify when a violation of company policy has occurred.
Based on the findings, researches and recommends the action(s) to take to appropriately resolve the case.
Assists team members with workforce issues by listening empathetically to concerns, managing expectations, and handling the case in a sensitive manner.
Keeps team member regularly informed of the status of the case, informing the team member of obligations to ensure a timely and accurate handling of the case in accordance with company policies and guidelines.
Consults with and advises managers regarding workplace issues and recommends appropriate personnel actions in accordance with Company policies and guidelines, and applicable laws.
Coordinates review with employment law on guidance as appropriate in addressing cases that may result in potential legal action.
Assists managers as needed in preparing corrective action documents and performance improvement plans, and preparing for employee conversations.
Notifies manager of process and timeline based on the recommended actions.
Reviews escalated matters with appropriate stakeholders and operates as intermediary as needed between the manager and the stakeholder.
Remains current and informed in the field of Employee Relations in order to share knowledge and insights with others.
Maintains knowledge of federal, state and local EEO and labor laws.
Manages requests or inquiries from customers following defined procedures and guidelines.
Conducts proper reviews and investigations working to resolve cases within acceptable timeframes, further escalating inquiries as appropriate in order to uphold timely, effective resolution.
Engages appropriate stakeholders at the appropriate time in the case lifecycle in accordance with the HR functional area procedures and guidelines.
Collaborates effectively with others in order to execute tasks and fulfill key deliverables within the HR functional area(s).
Integrates efficiently with team members in the functional area(s) and seeks to provide expertise/advice in the area of specialization as appropriate.
Strives to gather and share information to allow for transparent knowledge transfer and effective overall capability of the HR functional team.
Interacts and interfaces with customers, vendors, service providers, and other third parties as applicable in relation to the activities and dependencies within the HR functional area(s).