People Relations Specialist

[solidcore]•Arlington, VA

13d•$76,950 - $80,000

About The Position

The People Relations Specialist provides direct support to employees and leaders across [solidcore] studios and assigned HQ teams. 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 Specialist uses sound judgment to resolve assigned matters within established policies and approval guidelines, recognizes when additional review is needed, and follows through on employee communications and agreed actions. The role reports to the Senior People Relations Manager and works closely with the People Relations Manager on case review, escalations, and team initiatives. The role manages concerns received through Workday Help, AllVoices, and other channels; investigates assigned routine cases; supports manager-led investigations; and maintains accurate, confidential case records. It advises leaders on attendance, conduct, performance, conflict resolution, and policy application, and tracks performance and corrective-action milestones in Workday. The Specialist also handles initial ADA and other accommodation-request intake and coordination, while the People Relations Manager or Senior People Relations Manager leads interactive reviews and accommodation decisions. Leave questions are routed to Total Rewards. Additional responsibilities include executing approved offboarding, coordinating final-pay information with Payroll, managing assigned I-9 processes through Equifax, and serving as the primary Equifax liaison for unemployment claims. The Specialist also owns assigned project tasks and process improvements, maintains procedures and employee resources, facilitates training on approved processes, and shares case and process trends with People Relations leadership. [solidcore] is a national boutique fitness company with more than 100 studios. It describes its workout as low-impact, high-intensity strength training and states a commitment 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 concerns.
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 skills, 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, prepare objective case summaries, recommend practical next steps, and obtain required approvals before implementation.
Keep employees and leaders informed, track agreed actions, confirm follow-through, and maintain accurate, timely, confidential case records.
Reassess case complexity and partner with the People Relations Manager on matters beyond routine scope; promptly escalate specified sensitive or serious allegations and concerns.
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.
Draft and review routine corrective-action and performance-improvement documentation; flag possible accommodation, leave, or protected-activity concerns and route involuntary separations and policy exceptions for 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 follow-up and restricted medical records.
Prepare accommodation-request summaries and support approved communications; track implementation and review dates. Route leave questions to Total Rewards and maintain clear handoffs.
Execute approved offboarding for coaches, core crew, and other assigned employees, including Workday transactions, separation documentation, notifications, applicable access removal, and completion records.
Coordinate final-pay information and deadlines with Payroll, follow 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 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 sensitive or disputed 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 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.