Employee Relations Specialist

McRory Pediatric Services•Tarzana, CA

34d•Onsite

About The Position

The Employee Relations Specialist manages the employee lifecycle from recruitment through separation of employment while leading employee-facing processes that support engagement, performance, and retention. This position helps ensure a positive candidate and employee experience, facilitates meaningful workplace conversations, and serves as an accessible, supportive, and solution-oriented point of contact for employees. The ideal candidate possesses strong interpersonal and organizational skills, demonstrates initiative, and can lead conversations that establish clear expectations, promote problem-solving, and result in actionable outcomes.

Requirements

Previous experience in human resources, employee relations, recruiting, onboarding, or a related role.
Experience conducting interviews and leading employee-facing conversations.
Strong written, verbal, interpersonal, and conflict-resolution skills.
Ability to communicate expectations clearly while maintaining professionalism and empathy.
Strong organizational skills and attention to detail.
Ability to manage multiple priorities, deadlines, and confidential matters.
Ability to identify concerns, recommend solutions, and follow through on action items.
Proficiency with Microsoft Office, Microsoft Teams, spreadsheets, applicant-tracking systems, and HR information systems.

Nice To Haves

Experience with Paychex and CodeMetro is preferred.
Knowledge of employment practices and applicable workplace requirements is preferred.
Experience working in healthcare, behavioral health, pediatric therapy, education, or a related service environment is preferred.

Responsibilities

Manage and maintain job postings across recruitment platforms, including Indeed, ASHA, Paychex, and the company website.
Review resumes and applications daily and conduct candidate outreach and initial screenings.
Proactively source qualified candidates and maintain a consistent hiring pipeline.
Track recruitment activity, including outreach, interviews, offers, acceptances, and hires.
Conduct interviews for Behavior Technician positions and other assigned roles.
Coordinate candidate interviews with clinical leadership for CDS, Speech Therapy, Occupational Therapy, Physical Therapy, BCBA, and other specialized positions.
Conduct and document professional reference checks.
Maintain accurate recruitment spreadsheets and candidate records.
Retain applicant and interview resumes for at least four years in the company's designated secure location.
Meet with fieldwork students in good standing approximately three to four weeks before completing their placements to discuss potential employment opportunities.
Maintain the fieldwork student tracking list in Microsoft Teams and follow up with prospective candidates approximately three months before graduation.
Extend employment offers in alignment with leadership-approved compensation and employment terms.
Provide timely follow-up to support candidate acceptance and reduce hiring delays.
Track offer acceptance rates and identify trends or barriers.
Ensure candidates receive clear, timely, and professional communication throughout the hiring process.
Initiate new employee records and ensure required documents are forwarded to HR Operations for placement in the employee file.
Ensure each new employee reviews and signs the appropriate job description.
Collaborate with the HR Operations Specialist to prepare offer letters, benefit summaries, and other hiring documents as needed.
Manage communication with candidates from offer acceptance through their first day of employment.
Schedule onboarding, required training, Live Scan fingerprinting, and other pre-employment requirements.
Complete required National Sex Offender Public Website checks.
Set up new employees in CodeMetro and other assigned systems.
Coordinate parking passes, keys, identification badges, and other workplace access needs.
Conduct onboarding sessions and review required documents, policies, and procedures with new employees.
Create a welcoming, professional, and organized onboarding experience.
Coordinate a welcome gift and card for newly hired clinical staff.
Work with the Administrative Supervisor to ensure company equipment is available on the employee's first day.
Communicate office and workstation needs to the appropriate department supervisor.
Maintain accurate records of required employee training.
Partner with HR Operations, which is responsible for maintaining official employee files.
Serve as an approachable point of contact for employee questions, concerns, and workplace issues.
Partner with clinical leadership to address employee performance and conduct concerns.
Review and approve Performance Improvement Plans for consistency and completeness.
Coordinate and lead initial and follow-up PIP meetings in partnership with clinical leadership, as requested.
Clearly communicate performance expectations and areas requiring improvement.
Facilitate respectful, solution-focused conversations with employees.
Ensure performance meetings conclude with documented expectations, responsibilities, timelines, and next steps.
Track employee progress and ensure timely follow-up between performance meetings.
Respond professionally to employee or public feedback posted on Glassdoor, Yelp, Google, and other designated platforms.
Lead the non-clinical portions of employee performance-review meetings.
Partner with leadership and the HR Operations Specialist to understand compensation decisions and ensure consistent messaging.
Assist leadership and HR Operations with employee compensation increases, including quarterly tracking spreadsheets.
Clearly communicate compensation changes and relevant context, including performance considerations, compensation structures, and established pay caps.
Ensure employees understand performance expectations and available professional-growth opportunities.
Monitor completion of quarterly Behavior Technician competency evaluations and ensure documentation is submitted for the employee file.
Partner with HR Operations, which is responsible for processing and documenting compensation changes.
Conduct structured 30-, 60-, and 90-day check-ins with new employees.
Identify potential employee concerns and retention risks early and escalate them appropriately.
Provide guidance and support to employees throughout onboarding and early employment.
Maintain a visible and approachable presence across company locations.
Partner with the Director of Training to ensure required employee training is completed within established timelines.
Partner with Clinical Directors to recognize employees celebrating significant service milestones, such as five- and ten-year anniversaries.
Coordinate employee recognition activities during designated professional-recognition months, including Speech Therapy, Occupational Therapy, Physical Therapy, and ABA recognition periods.
Conduct stay interviews to assess employee engagement and identify potential retention risks.
Conduct exit interviews and gather meaningful feedback regarding the employee experience.
Identify recurring themes and provide relevant insights and recommendations to leadership.
Maintain appropriate confidentiality when documenting and communicating employee feedback.
Engage with employees through informal check-ins and regular workplace interactions.
Foster a welcoming, inclusive, and professional environment for candidates and employees.
Help ensure employees experience Human Resources as accessible, supportive, responsive, and solution-oriented.
Identify challenges related to recruitment, onboarding, retention, and the overall employee experience.
Proactively recommend and implement appropriate process improvements.
Adjust practices based on recruitment data, employee feedback, and organizational needs.
Seek leadership guidance when appropriate while maintaining ownership of assigned responsibilities and outcomes.
Partner with Clinical Directors and organizational leadership regarding employee-related matters.
Align with leadership on expectations and messaging before conducting performance, compensation, or other sensitive employee conversations.
Communicate employee concerns, organizational risks, and workforce trends to leadership promptly and professionally.
Maintain confidentiality and exercise sound judgment when handling sensitive employee information.
Maintain working knowledge of the databases, reports, and documents required to prepare payroll information in Paychex.
Provide payroll-preparation coverage when the HR Operations Specialist is unavailable.
Review information for accuracy and escalate discrepancies before payroll processing.
Perform other duties as assigned based on organizational needs.