HR Specialist

Ross Stores•Dublin, CA

4d•$63,300 - $94,650•Remote

About The Position

The HR Specialist will mitigate risk for the organization and drive engagement by managing timely responses to Associate concerns raised through various communication avenues. The HR Sepcialist will execute prompt, timely, thorough, and proactive responses to Alertlines, 3rd party charges (DOL), leadership concerns, Associate correspondence, social media, and any other form of communication. The HR Specialist will monitor, validate, and ensure compliance with internal HR protocols, processes, and procedures throughout the investigation process. The HR Specialist will work with the HR Services Leadership team and legal partners to provide documentation, reports, investigative files, or records as needed. The HR Specialist provides counsel and guidance within established SLEs to Field, Store, and Distribution Leaders and Corporate Leaders and Associates, including policy interpretation, disciplinary guidance, performance management, and recommendation/approval of involuntary separations. The base salary range for this role is $63,300 – $94,650. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location.

Requirements

Two or more years of HR experience preferred
Bachelor’s degree preferred
Some investigation experience preferred
Demonstrates the ability to deal with ambiguity
Excellent oral and written communication skills
Work independently
Excellent analytical and customer service skills
High attention to detail and accuracy
PowerPoint, Excel, and Word proficient.

Responsibilities

Conduct remote investigations as assigned by the Director/HR Manager/Supervisor identified through Case Management, Alertline, Social Media, and other modes of communication.
Follow HR Services investigations to ensure consistency and mitigate risk. Enter case notes and supporting documentation, including reporting and video from investigations into the Case Management system daily and in a timely/thorough manner.
Work with business partners to create a specific, measurable, actionable, realistic, and time-bound action plan with appropriate accountability within the investigation plan.
Advise on Corrective Action Guidelines adherence and counsel Leadership on policy violation disciplinary action to ensure consistency.
Assist Leadership in redirecting Associates when necessary and formulating action plans with Leaders when potential associate problems are identified.
Provide counsel and guidance to Field Leaders, Distribution Leaders and Corporate Leaders, appropriate HR Business Partners and Associates.
Review and approve involuntary separation requests for Stores and Distribution Centers. Escalate as necessary.
Facilitate and engage in ADA Interactive conversations based on requests from business units, documenting in the case management system and following up as needed.
Work with the Supervisor to interpret HR policies and procedures. Assist Field, Store, Distribution, and Corporate Leaders in redirecting associates when necessary; formulate action plans with managers when potential associate problems are identified.
Work with Supervisor to provide analytics and make recommendations to HR Leadership regarding potential associate relations issues based on trends.
Gather critical data (reporting, associate files, policy sign-offs, etc.) to assist Investigators in responding to allegations, 3rd Party charges, Unemployment claims, etc.
Coordinate and investigate Department of Labor claims as assigned. Attend state hearings as required, communicate with leaders on compliance standards, and partner with the Finance Team on the issuance of settlement payments as ordered. Track, record, maintain records, and partner with Legal as needed.
Guide Field, Store, Distribution, and Corporate Leaders in implementing and communicating policies and procedures.
Meet established Service Level Expectations (SLE’s), including expected case closure productivity and days to close.
Follow all HR Services Investigations protocols and communications processes.
Final Pay and effective scheduling within guidelines.
Recommend follow-up on appropriate disciplinary action for repeat compliance issues.
Assist in evaluating Human Resource training needs based on trends identified in case management; recommending training topics to be presented for Field, Store, Distribution, and Corporate Leaders
Recommend HR Policy and process improvement recommendations to the Manager/Supervisor in response to changing needs or trends.
Monitor final pay and effective scheduling compliance within guidelines.
Special projects and other duties as assigned