Employee Relations Specialist

Aston Carter•Pittsburgh, PA

2d•$36 - $41•Hybrid

About The Position

The Employee Relations Specialist will support and enhance people operations by managing complex employee relations matters, ensuring compliance with employment laws, and optimizing HR processes across the employee lifecycle. This role combines strategic thinking with hands-on execution to drive operational efficiency, strengthen HR infrastructure, and foster a positive and engaging workplace culture. The specialist will act as a trusted advisor to leaders and employees, using data and best practices to guide decisions and proactively address organizational challenges.

Requirements

At least 5+ years of experience in employee relations, HR operations, or a closely related HR role.
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Strong knowledge of federal, state, and local employment laws and HR best practices.
Demonstrated experience handling sensitive and complex employee relations issues with discretion and professionalism.
Hands-on experience working with HRIS and compensation systems, such as Workday, ADP, SAP SuccessFactors, or similar platforms.

Nice To Haves

HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is preferred.
Experience in a fast-paced or multi-state work environment.
Background in labor relations, even in a non-union setting, is preferred.
Familiarity with process improvement methodologies such as Lean or Six Sigma.
Demonstrated ability to identify and implement HR process improvements and best practices.
High emotional intelligence and discretion when dealing with confidential and sensitive matters.
Strong problem-solving and critical thinking skills with a focus on practical, business-oriented solutions.
Collaborative mindset with the ability to influence and partner effectively across functions and levels.
Process optimization mindset with a continuous improvement orientation.
Adaptability and resilience in navigating change, ambiguity, and evolving organizational needs.

Responsibilities

Serve as a trusted advisor to managers and employees on workplace concerns, conflict resolution, performance issues, and employee experience matters.
Conduct and manage sensitive employee investigations, ensuring fair, consistent, and well-documented outcomes.
Interpret and apply company policies, procedures, and employment laws to guide decisions and recommendations.
Partner with leadership to address organizational challenges, improve employee engagement, and support a positive workplace culture.
Identify trends in employee and labor relations issues and recommend proactive solutions to reduce risk and improve the employee experience.
Oversee and optimize core HR processes, including onboarding, offboarding, employee records management, and HR systems administration.
Ensure accuracy, integrity, and confidentiality of data across HR systems and employee records.
Support HR compliance reporting and ensure timely and accurate submission of required information.
Develop, document, and maintain standard operating procedures (SOPs) for HR processes to promote consistency and scalability.
Drive continuous improvement initiatives to increase efficiency, streamline workflows, and enhance HR service delivery.
Ensure compliance with federal, state, and local labor laws and regulations in all HR and employee relations activities.
Maintain and update employee handbooks, policies, and internal documentation to reflect current laws and organizational practices.
Support internal and external audits by ensuring proper documentation, recordkeeping, and process adherence.
Collaborate with Talent Acquisition, People Partners, Legal, Finance, and other cross-functional teams on HR initiatives and issue resolution.
Contribute to HR projects such as HR system implementations, policy rollouts, and process improvement initiatives.
Analyze HR metrics, including turnover, engagement, and employee relations cases, to inform decision-making and identify trends.
Prepare clear and insightful reports and dashboards for leadership to support strategic planning and workforce decisions.
Use HR data and analytics to recommend improvements in policies, processes, and employee engagement strategies.
Take ownership of the employee relations function by setting standards, recommending best practices, and ensuring consistent application of policies.