Employee Relations Specialist (In Office-Carrollton, Georgia)

Mullins Mechanical•Carrollton, GA

1d•Onsite

About The Position

Mullins Mechanical is a leader in industrial and large commercial mechanical, plumbing, HVAC construction projects. Our projects are often in industrial and manufacturing environments, such as manufacturing facilities, automotive plants, chemical plants, distribution centers, warehouses, and other large commercial facilities. We are a self-performing specialty contractor specializing in design-build applications, HVAC systems, plumbing, process piping systems, boiler and chiller systems, equipment installation and rigging, plant relocation and maintenance, and metal fabrication.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
Five or more years of progressive human resources or employee relations experience; construction, manufacturing, or multi-site experience preferred.
Demonstrated experience conducting workplace investigations and advising on complex corrective actions, terminations, and other high-risk employment matters.
Working knowledge of applicable employment laws and practices, including EEO, anti-discrimination, anti-retaliation, ADA, FMLA, and FCRA pre-adverse and adverse action requirements.
Experience supporting EEOC or other agency charges, employment claims, litigation holds, and preferred legal-response activities.
Strong conflict-resolution, facilitation, manager-coaching, training, interviewing, documentation, critical-thinking, and problem-solving skills.
Ability to analyze workforce and case data, recognize patterns, assess risk, and translate findings into practical recommendations.
Ability to build trust with employees and leaders while maintaining neutrality, confidentiality, sound judgment, and appropriate boundaries.
Ability to manage multiple sensitive matters with urgency, discretion, accuracy, and consistent follow-through.
PHR, SPHR, SHRM-CP, SHRM-SCP, or similar certification preferred.
Ability to work on-site five days per week in the Carrollton, Georgia office and travel periodically based on business needs.
Ability and willingness to travel up to 25% to jobsites and other company locations, including occasional overnight travel, based on business needs.

Nice To Haves

construction, manufacturing, or multi-site experience preferred.
PHR, SPHR, SHRM-CP, SHRM-SCP, or similar certification preferred.

Responsibilities

Serve as a primary employee relations resource for managers, employees, HR team members, and operational leaders across Mullins Mechanical.
Conduct prompt, fair, and thorough workplace investigations involving conduct, harassment, discrimination, retaliation, policy violations, employee complaints, and other workplace concerns. Plan investigations; interview involved parties and witnesses; evaluate evidence; and document findings and recommendations objectively and impartially.
Facilitate conflict resolution, mediation, and other interventions that address workplace issues before they escalate or recur.
Advise leaders and HR partners on employee conduct, attendance, performance concerns, corrective action, terminations, and other employment decisions.
Design, develop, implement, and continuously improve employee-relations and performance-management processes, standards, policies, documentation templates, investigation resources, job aids, and escalation procedures that promote consistent practices across the business.
Maintain accurate employee relations case files, supporting documentation, action items, and closure records in accordance with company requirements.
Monitor post-resolution actions, employee communication, and retaliation concerns to support complete and sustainable case resolution.
Coordinate responses to EEOC charges and other agency matters and support employment-related claims and lawsuits through fact-gathering, document collection, case summaries, timelines, witness coordination, and draft responses in partnership with Kelso HR, Legal, and outside counsel.
Manage pre-adverse and adverse action processes and resolve hiring-related discrepancies involving background-check results, employment information, onboarding records, candidate disputes, and other pre-employment requirements.
Analyze case activity, workforce data, exit feedback, and recurring concerns to identify trends, root causes, and high-risk areas; recommend and implement proactive solutions that reduce recurring issues and improve the employee experience.
Develop and deliver practical manager training on respectful workplace expectations, conflict resolution, documentation, performance conversations, corrective action, investigations, anti-retaliation, and escalation procedures.
Partner with HR Business Partners, Recruiting, Safety, Operations, Payroll, Benefits, Kelso Centers of Excellence, and Legal on matters that cross functional areas.
Build trusted relationships with field and office leaders through regular consultation, follow-up, and periodic travel to job sites and other company locations.
Additional responsibilities may be assigned as needed.