People Relations Specialist

[solidcore]•Arlington, VA

12d

About The Position

The People Relations Specialist provides direct support to employees and leaders across [solidcore] studios and assigned HQ teams. Reporting to the Senior People Relations Manager, the Specialist works closely with the People Relations Manager on case review, escalations, and team initiatives. This individual contributor owns routine employee relations cases from intake through resolution, conducts fact-finding, coaches leaders on everyday workplace concerns, and manages key employee processes. The role uses sound judgment to resolve assigned matters within established policies and approval guidelines, recognize when additional review is needed, and follow through on employee communications and agreed actions. The Specialist manages employee relations and investigations, including routine case intake, interviews, record review, objective documentation, recommendations, resolution, and closure. They escalate matters beyond routine scope and support manager-led investigations under the investigation lead’s direction. The role also coaches leaders on performance, attendance, conduct, conflict resolution, and policy application; drafts routine corrective action and performance improvement documentation; and tracks performance-related milestones and follow-up in Workday. The Specialist owns initial intake and coordination of accommodation requests, while the People Relations Manager or Senior People Relations Manager leads the interactive review and decision. The role also executes approved offboarding, coordinates final-pay information and deadlines with Payroll, manages assigned I-9 workflows, and serves as the primary liaison with Equifax for unemployment claims. Additional responsibilities include assigned People Relations projects and process improvements, maintaining procedures and resources, facilitating training on approved processes, and reviewing case and process trends to recommend improvements. [solidcore] is a national boutique fitness company with 100+ studios across the country and is committed to social justice, diversity, equity, and inclusion.

Requirements

At least 3 years of progressive experience in Human Resources, People Operations, or Employee Relations, including at least 2 years of hands-on employee relations work.
Demonstrated experience independently managing routine employee relations cases through resolution, conducting fact-finding interviews, and preparing objective case documentation.
Experience advising leaders on attendance, performance, corrective action, and policy application, with sound judgment about when to escalate a concern.
Working knowledge of employment practices and applicable federal, state, and local requirements related to employee relations, accommodations, I-9 compliance, and offboarding.
Clear written and verbal communication, discretion with sensitive information, and the ability to approach difficult conversations calmly, fairly, and respectfully.
Ability to balance a case workload with time-sensitive employee processes, maintain accurate records, and follow through with minimal day-to-day direction.
Proficiency with Workday and other HR systems, case tracking, Google Workspace, and Microsoft Office, including spreadsheets for reporting and follow-up.

Nice To Haves

Experience supporting hourly and part-time employees across multiple locations in fitness, retail, hospitality, or another service environment.
Experience with Workday, AllVoices, or Equifax, and with accommodation intake, offboarding, I-9 processes, or unemployment claims.
PHR, SHRM-CP, or another relevant HR certification.

Responsibilities

Manage intake of employee and anonymous concerns through Workday Help, AllVoices, and other established channels; acknowledge reports, clarify concerns, assess urgency, and document next steps.
Own assigned routine employee relations cases from intake through fact-finding, recommendations, resolution, and closure.
Conduct employee and witness interviews, review relevant records, and prepare objective case summaries that distinguish reported concerns from established facts.
Recommend practical next steps and obtain required approvals before implementation.
Keep employees and leaders informed, track agreed actions, and confirm follow-through before closing cases.
Maintain accurate, timely case records and share sensitive information only with people who need it for their responsibilities.
Reassess case complexity and promptly escalate allegations or concerns beyond routine scope to People Relations leadership or a designated alternate.
Support manager-led investigations by gathering records, conducting assigned interviews, and tracking follow-up actions under the investigation lead’s direction.
Coach studio and field leaders on attendance, conduct, performance conversations, conflict resolution, and consistent policy application.
Help leaders set clear expectations, prepare factual documentation, and follow through on coaching commitments.
Draft and review routine corrective action and performance improvement documentation; flag potential accommodation, leave, or protected-activity concerns and route matters requiring leadership approval.
Track support action plans, corrective actions, and mid-year and end-of-year review milestones in Workday; follow up on deadlines and incomplete documentation and report recurring issues.
Own initial intake of ADA and other workplace accommodation requests, explain the process, provide approved forms and relevant job descriptions, coordinate documentation, and maintain timely follow-up and restricted medical records.
Prepare summaries of accommodation requests, job responsibilities, and outstanding questions for the People Relations Manager or Senior People Relations Manager; support approved communications and track implementation and review dates.
Route leave administration, eligibility, and benefit questions to Total Rewards; maintain handoffs when an accommodation request also involves leave.
Execute approved offboarding for coaches, core crew, and other assigned employees, including Workday transactions, separation documentation, notifications, applicable system access removal, and verification of completion.
Coordinate final-pay information and deadlines with Payroll, follow approved jurisdiction-specific checklists, and resolve or escalate missing information.
Manage assigned I-9 verification, reverification, and correction follow-up through Equifax and approved workflows; monitor exceptions, maintain records, and escalate unresolved compliance issues.
Serve as the primary liaison with Equifax for unemployment claims; compile responses and supporting records, track deadlines, and coordinate hearing preparation and disputed or sensitive matters with People Relations leadership.
Own assigned project tasks and process improvements, including handbook updates, performance review cycles, succession planning coordination, and background check workflows.
Maintain practical procedures, templates, and employee resources; recommend changes based on recurring questions and case experience; facilitate training on approved People Relations processes for field leaders.
Review case volume, aging, recurring concerns, exit feedback, and completion of key employee processes; share trends and recommended actions with People Relations leadership.