Human Resources Specialist

o9 Solutions, Inc.•Dallas, TX

3d•$58,262 - $80,111

About The Position

Transforming the Future of Enterprise Planning At o9, our mission is to be the Most Value-Creating Platform for enterprises by transforming decision-making through our AI-first approach. By integrating siloed planning capabilities and capturing millions—even billions—in value leakage, we help businesses plan smarter and faster. This not only enhances operational efficiency but also reduces waste, leading to better outcomes for both businesses and the planet. Global leaders like Google, PepsiCo, Walmart, T-Mobile, AB InBev, and Starbucks trust o9 to optimize their supply chains. At o9, we invest in people. We seek talented, driven individuals to power our transformative approach. You’ll thrive in a dynamic, supportive environment, growing while making a real impact. o9 Solutions is looking for an experienced and motivated HR Specialist to join our growing team. In this role, you will be critical in ensuring HR adds value to the overall business, providing HR solutions, resolving employee issues, and retaining a talented workforce. You will also serve as a main point of contact for management and employees globally for specific business functions. What you’ll do for us: Focus: Employee Relations & Investigations The Subcontractor will be engaged to provide high-level, temporary coverage for the Americas region, ensuring continuity in Employee Relations (ER) management, workplace investigations, and proactive risk mitigation. 1. Employee Relations Case Management & Support Case Intake and Resolution: Serve as the primary point of contact for routine and complex employee relations issues, providing timely guidance, coaching, and resolution recommendations to managers and HR Business Partners (HRBPs) across the Americas region. Partner with the o9 legal team to close out the case. Performance Management Guidance: Advise managers on effective performance management strategies, disciplinary actions, performance improvement plans (PIPs), and termination procedures, ensuring all actions are compliant with company policy and local/federal labor laws. Documentation: Ensure all ER issues, discussions, and resolutions are meticulously documented in the designated case management system, maintaining strict confidentiality and adherence to data privacy regulations. 2. Workplace Investigations Conduct Investigations: Lead and conduct thorough, prompt, and objective investigations into formal employee complaints, including allegations of harassment, discrimination, retaliation, code of conduct violations, and other serious misconduct. Investigation Protocol: Adhere strictly to the company's internal investigation protocols, including proper evidence gathering, conducting witness/complainant/respondent interviews, and maintaining a detailed, factual, and chronological investigative file. Reporting & Recommendation: Prepare comprehensive, written investigation reports that clearly articulate the findings of fact, analysis of policy violation, and recommendation for final disposition or corrective action to relevant stakeholders (e.g., HR Leadership, Legal Counsel). Collaboration: Partner closely with the Legal Department, Security, and relevant HR members throughout the investigative process to ensure legal compliance and minimize organizational risk. 3. Risk Identification & Mitigation (Proactive Measures) Risk Analysis: Proactively identify potential ER risks, policy gaps, and areas of inconsistent practice across the Americas region by analyzing ER trends, investigation data, and legislative changes. Mitigation Strategy: Propose and initiate specific, actionable mitigation efforts to address identified risks. This may include recommending policy updates, targeted manager training, or process standardization. Legal & Policy Review: Stay current on all relevant federal, state, and local employment laws and regulations (e.g., EEO, Wage & Hour, leave laws) within the Americas jurisdictions to ensure company policies and practices remain compliant. 4. Training Development Training Content Creation: Develop and refine clear, practical training materials, toolkits, and guides for managers and HR teams on critical ER topics, such as: Conducting difficult conversations and performance feedback. Harassment and discrimination prevention. Proper documentation practices. Manager's role in an internal investigation. Delivery Support: Support the delivery of targeted training sessions to managers and HR professionals to promote a culture of fair and consistent application of policy. 5. Support Involuntary Terminations Risk Assessment & Compliance: Conduct thorough file audits to assess risk and validate documentation standards; review findings with local legal counsel prior to final decisions. Logistics & Documentation: Partner with HR Operations and Legal to coordinate termination logistics and draft necessary severance packages or separation agreements, if applicable Manager Coaching: Prepare the hiring manager for the conversation, including script development and rehearsal to ensure clarity and compliance. Meeting Execution: Attend the termination meeting alongside the manager to serve as a witness and provide immediate process support. 6. General HR Support Support any other HR activities and tasks assigned by the supervisor.

Requirements

A minimum of 10 years of relevant experience in the field across the Americas region, with global experience preferred but not required.
Confidentiality: Must maintain the highest level of confidentiality regarding all sensitive information, employee data, and ongoing investigations.
Compliance: Must adhere to all applicable professional standards, legal requirements, and company policies, acting as a neutral and objective party in all ER matters.
Strong knowledge of employment laws and regulations.
Proficiency in interpreting HR policies and negotiated labor contracts, if applicable
Excellent, verbal, and written communication skills.
Ability to maintain confidentiality and handle sensitive information with discretion.
Strong analytical, problem-solving, and conflict-resolution skills.
Detail-oriented with strong organizational and time-management abilities.
Excellent interpersonal, counseling, and negotiation skills.
Investigative methods and analysis techniques.
Employee relations principles and practices.
Advanced knowledge of labor relations principles and practices, including negotiation and contract administration

Responsibilities

Serve as the primary point of contact for routine and complex employee relations issues, providing timely guidance, coaching, and resolution recommendations to managers and HR Business Partners (HRBPs) across the Americas region.
Advise managers on effective performance management strategies, disciplinary actions, performance improvement plans (PIPs), and termination procedures, ensuring all actions are compliant with company policy and local/federal labor laws.
Ensure all ER issues, discussions, and resolutions are meticulously documented in the designated case management system, maintaining strict confidentiality and adherence to data privacy regulations.
Lead and conduct thorough, prompt, and objective investigations into formal employee complaints, including allegations of harassment, discrimination, retaliation, code of conduct violations, and other serious misconduct.
Adhere strictly to the company's internal investigation protocols, including proper evidence gathering, conducting witness/complainant/respondent interviews, and maintaining a detailed, factual, and chronological investigative file.
Prepare comprehensive, written investigation reports that clearly articulate the findings of fact, analysis of policy violation, and recommendation for final disposition or corrective action to relevant stakeholders (e.g., HR Leadership, Legal Counsel).
Proactively identify potential ER risks, policy gaps, and areas of inconsistent practice across the Americas region by analyzing ER trends, investigation data, and legislative changes.
Propose and initiate specific, actionable mitigation efforts to address identified risks. This may include recommending policy updates, targeted manager training, or process standardization.
Stay current on all relevant federal, state, and local employment laws and regulations (e.g., EEO, Wage & Hour, leave laws) within the Americas jurisdictions to ensure company policies and practices remain compliant.
Develop and refine clear, practical training materials, toolkits, and guides for managers and HR teams on critical ER topics
Support the delivery of targeted training sessions to managers and HR professionals to promote a culture of fair and consistent application of policy.
Conduct thorough file audits to assess risk and validate documentation standards; review findings with local legal counsel prior to final decisions.
Partner with HR Operations and Legal to coordinate termination logistics and draft necessary severance packages or separation agreements, if applicable
Prepare the hiring manager for the conversation, including script development and rehearsal to ensure clarity and compliance.
Attend the termination meeting alongside the manager to serve as a witness and provide immediate process support.
Support any other HR activities and tasks assigned by the supervisor.