Employee Relations Specialist

RAB Aggregator, LLC•Westerville, OH

4d•$65,000 - $85,000•Onsite

About The Position

We are building an employee relations function that employees trust, managers rely on, and the organization can confidently stand behind—and this role is central to making that vision real. We’re seeking an Employee Relations Specialist who can serve as a credible, compassionate, and solution-oriented partner to both employees and leaders. This frontline role requires sound judgment, composure under pressure, and the ability to navigate complex, sensitive issues with professionalism and clarity. In this position, you’ll work closely with an hourly workforce and oversee the full spectrum of employee relations activities, which could include investigations, coaching managers, facilitating difficult conversations, and supporting progressive discipline processes. Experience in fast‑paced, high‑stakes environments, such as healthcare, manufacturing, distribution, or unionized settings, is strongly preferred. The ideal candidate brings a balanced, objective perspective; communicates with candor and respect; and understands that accountability and dignity must coexist. This role is designed for someone who remains steady when situations are challenging, whether upholding a discipline decision, delivering difficult messages, or bringing uncomfortable truths to leadership, because doing what’s right matters more than taking the easy path.

Requirements

Bachelor’s degree or equivalent
Prior HR experience with at least 3–5 years of direct employee relations experience; must include hands-on administration of progressive discipline, investigations, and PIPs — not merely HR generalist exposure to these processes.
Demonstrated experience working with an hourly or non-exempt workforce in a high-volume, operationally intense environment (healthcare, manufacturing, distribution, hospitality, public sector, or similar).
Working knowledge of federal and applicable state employment law; ability to apply legal concepts to practical situations without defaulting to legal counsel on every question.
Exceptional written communication skills; ability to produce disciplinary documentation, investigation reports, and correspondence that are factually precise, appropriately direct, and legally defensible.
Strong oral communication and active listening skills; comfortable conducting sensitive interviews with employees who may be defensive, distressed, or adversarial.
High degree of discretion, integrity, and professional judgment; capable of handling confidential matters without creating organizational risk.
Proficiency with HRIS platforms (ADP Workforce Now, Workday, UKG, or equivalent) for documentation and case management.

Nice To Haves

Healthcare, acute care, or clinical operations background — particularly experience navigating employee relations in Joint Commission-regulated or CMS-compliant settings.
Other general HR and/or Payroll experience.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
Experience supporting or leading formal HR investigations that will hold up to legal scrutiny.

Responsibilities

Serve as the primary point of contact for employee concerns and workplace issues, especially within hourly and frontline teams.
Conduct timely, fair, and well‑documented investigations into concerns such as misconduct, harassment, discrimination, retaliation, and attendance issues.
Recommend appropriate follow‑up actions based on facts, policy, and legal considerations.
Use working knowledge of employment laws (FLSA, FMLA, ADA, Title VII, etc.) to provide practical, easy‑to-understand guidance.
Lead the progressive discipline process with a focus on consistency, clear communication, and respectful treatment.
Prepare well‑written disciplinary notices and partner with managers on next steps.
Develop and track Performance Improvement Plans (PIPs) with measurable objectives and regular check‑ins.
Support pre‑disciplinary and pre‑termination reviews to ensure decisions are fair, documented, and aligned with policy.
Maintain accurate, organized records of all performance‑related actions.
Coach frontline supervisors and managers — many new to people leadership — on how to handle performance, conduct, and attendance issues confidently and respectfully.
Provide guidance on documentation, feedback conversations, PIP management, and making well‑supported employment decisions.
Offer real‑time support when situations escalate or when managers need immediate advice.
Identify patterns or training needs across teams and suggest improvements.
Apply HR policies consistently and recommend updates that reflect legal requirements and operational needs.
Partner with HR leadership and Legal on higher‑risk matters when needed.
Track key employee relations metrics (case trends, time to resolution, disciplinary patterns) and share insights with HR leadership.
Support creation or delivery of manager training on topics like documentation, discipline, and effective people management.