Senior Internal Human Resources Specialist, People Relations - AZ, GA - On Site

Distro • Duluth, GA

4d • Onsite

About The Position

Vensure Employer Solutions is seeking a Senior Internal Human Resources Specialist for People Relations & HR Partnerships. This role is crucial for fostering a positive work environment by managing employee relations, conducting investigations, assisting with termination consultations, and providing performance management and discipline training to managers. The Specialist will also act as a strategic advisor to leaders, offering HR guidance to achieve business objectives, conducting HR audits, and implementing initiatives to enhance performance, culture, and compliance with employment laws. This position requires a seasoned HR professional with expertise in employment laws, conflict resolution, and employee relations best practices.

Requirements

• Demonstrated knowledge and experience in Human Resources best practices with emphasis on employee relations as well as related federal, state and local laws and regulations required.
• Understanding of multi-state employment laws preferred.
• Working knowledge of multiple human resource disciplines, including, employee relations, organizational diagnosis, performance management, recruitment, compensation and benefits.
• Strong verbal and written communication skills and interpersonal effectiveness at all levels in the organization and across cultures.
• Strong problem-solving and conflict resolution skills.
• Proven ability to build strong relationships and influence stakeholders.
• Adheres to KPIs and SOPs according to established guidelines.
• Ability to apply change management initiatives to assist in business transformation.
• Must use logic and reasoning to make immediate decisions under pressure or tight deadlines.
• Ability to make proper judgment calls when presented by a situation/problem.
• Strong sense of business ethics including the ability to handle confidential information appropriately.
• Able to effectively manage multiple projects and attend to daily HR matters while maintaining focus and follow through on issues until resolved and delivering results as committed.
• Ability to make recommendations to effectively resolve escalations by using judgment that is consistent with the standards, practices, policies, procedures, regulations and/or government law.
• Demonstrated proficiency in conducting root cause analysis and strong problem solving and decision-making skills.
• Ability to research and analyze various types of data.
• Ability to prioritize and efficiently execute a high volume and broad scope of tasks within tight deadlines, competing demands and changes in the work environment.
• Ability to deal with frequent interruptions, changes, delays or unexpected events.
• Strong organizational, analytical, and problem-solving skills.
• Capability to learn quickly.
• Ability to collaborate with others.
• Demonstrated ability to consult effectively with all levels of management with multiple conflicting priorities.
• Expertise in establishing credibility, be decisive and be able to recognize and support the organization's preferences and priorities.
• Bachelor’s degree in Human Resources, Business Administration, or a related field and/or equivalent combination of education, experience, and HR-related certifications.
• Minimum of 5-7 years of experience handling employee relations, investigations, and advising leadership on performance management, disciplinary actions, coaching and guiding managers on leadership and management best practices, talent management, and strategic HR Partnership.
• Proficiency with Microsoft Office software (Outlook, Excel, Word, PowerPoint) with ability to learn other applications as needed.

Nice To Haves

• Consulting experience and/or PEO experience preferred.
• PRISM experience preferred.
• PHR, SPHR, SHRM-CP or SHRM-SCP certification highly preferred or willingness to obtain within first year of employment.

Responsibilities

• Serve as a trusted advisor to employees and managers on employee relations issues.
• Conduct thorough and impartial investigations into employee complaints, grievances, and allegations of misconduct.
• Promote a positive work environment and culture.
• Lead and manage complex investigations related to workplace issues, ensuring compliance with company policies and legal requirements.
• Document findings and prepare comprehensive investigation reports.
• Recommend appropriate actions based on investigation outcomes.
• Escalate complex issues and follow through to resolution, ensuring appropriate communication to all involved parties.
• Provide guidance and support to managers on handling sensitive employee relations matters.
• Partner with management to improve work relationships, build morale, and increase productivity and retention.
• Create investigation plans, send notices, schedule interviews, prepare questions, conduct interviews, take notes, ensure signed statements, prepare summary reports and exhibit lists, update the investigation tracker, and ensure files are complete and organized.
• Communicate with leaders and employees to update them throughout the investigation process.
• Follow up post-investigation to monitor and prevent retaliation.
• Ensure follow-through and implementation of post-investigation disciplinary actions, sit in on disciplinary meetings upon request, and ensure disciplinary actions are signed and added to the personnel file.
• Verify completion of mandatory training if recommended post-investigation and ensure documentation is stored.
• Identify legal and regulatory compliance concerns related to employee relations and partner with managers on employee coaching, counseling, reduction in force decisions, and termination analysis.
• Assist with reviewing pre-termination cross-check escalations and providing guidance to the internal team, and provide recommendations to Internal HR leadership.
• Update educational guides, the Managers Corner, and other manager training resources in collaboration with the learning department on key managerial concepts.
• Review EEOC position statements, documentation, and exhibit lists prepared by legal.
• Ensure all internal employee legal actions and EEOC complaints are tracked and follow up with legal on the complaint process and outcome.
• Follow up with legal on debriefs/autopsies to collect insights for improvement and provide coaching recommendations back to leaders.
• Review proposed unemployment responses for cases the company plans to contest based on allegations of misconduct.
• Review initial unemployment determinations to decide whether to file an appeal.
• Prepare and coach the Internal Human Resources associate on how to respond and participate in unemployment hearings.
• Perform a post-call debrief to review opportunities to continuously enhance responses and improve outcomes.
• Assist with providing guidance and training to the internal team on performance improvement plans and reviewing them for other specialists.
• Assist in the development and updating of HR policies and procedures.
• Complete HR compliance projects and other department projects as assigned.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Stay current with industry trends and best practices in employee relations and performance management.
• Compile KPI data, measure, track progress, and take ownership and accountability for updating assigned scorecard statistics.
• Participate in department rock planning meetings, lead and participate in department rocks per quarter, and plan out rock milestones and goals.
• Take ownership and accountability for independently working on rock projects and updating the quarterly rock sheet.
• Prepare an issues list of observations, opportunities to streamline processes, or issues to troubleshoot and develop solutions.
• Participate and be fully engaged in EOS/Traction department processes.
• Partner with the HR Compliance team on Internal HR Compliance projects and initiatives.
• Assist in the development, implementation, and maintenance of compliance policies and procedures.
• Conduct regular risk assessments to identify potential areas of compliance vulnerability and risk.
• Conduct internal audits and investigations to ensure compliance with policies and regulations.
• Provide guidance and support to various departments on compliance-related matters.
• Execute on the Business Leadership excellence program quarterly conversations & company scorecard discussions with assigned department leaders.
• Collaborate with business leaders to understand their goals and challenges, and develop HR strategies that support business objectives.
• Serve as a communication conduit for leaders on key company initiatives, objectives, and priorities.
• Execute on the Vensure Leadership Development Succession planning program with assigned department leaders.
• Provide insights and recommendations on workforce planning, talent management, and organizational development.
• Conduct HR audits and assessments to identify areas for improvement.
• Provide expert advice on employee relations, performance management, and compliance issues.
• Coach and guide leaders on the performance management process, disciplinary action best practices, and performance improvement plans.
• Provide coaching and support to managers and employees on HR-related issues.
• Provide guidance to leaders on professional development conversations with employees, guide them on Vensure’s Professional Growth Plan template and process, and communicate internally with the HR operations team to set up employee Professional Growth plans.
• Respond to complex employee inquiries and provide guidance on HR policies, procedures, laws, and standards.
• Monitor and respond to inquiries from department leaders and employees within department response time standards and KPIs.
• Conduct pre-termination consultations and escalate pre-term cross-check issues to Internal HR leadership.
• Coordinate on-site support for separation conversations, lead termination meetings in partnership with department leaders, and coordinate and ensure the successful execution of the complete offboarding process.
• Respond to escalations and questions from leaders on HR tickets that have been submitted, and communicate internally with the HR operations team on ticket progress, troubleshooting, and to help resolve inquiries.
• Properly and timely document all employee-related interactions.
• Perform job evaluations and job analyses.
• Prepare job descriptions according to department processes, and update department career paths.
• Review positions to determine FLSA compliance with white collar duties test, minimum salary thresholds, and conduct FLSA audits.
• Respond to escalations on performance review system issues/troubleshooting.
• Coordinate with the HR Operations & HR Service team on report requests for department leaders.
• Pull company comp data and pay ranges upon request for authorized department leaders.
• Communicate with leaders on title updates, FLSA adjustments, compliance requirements, etc.
• Assist with compiling and sending reports, communications, documentation, etc. for cyber security compliance/policy accountability, Microsoft teams photos, and other cross-departmental collaborative efforts.
• Assist with providing input and developing and implementing HR policies and procedures tailored to the organization's needs.
• Lead and manage HR projects from inception to completion.
• Ensure projects are delivered on time, within scope, and within budget.
• Provide regular updates and reports to senior leadership on project progress.
• Perform other duties and projects as assigned by management.
• Assist with and participate in compliance projects and other department projects and initiatives, as assigned.
• Assist with sharing knowledge among the team about SME/accountability area and mentoring other HR specialists.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Identify and mitigate HR-related risks for the organization.
• Attend webinars, seminars and other trainings to stay up to date on laws and industry trends and best practices.
• Regular attendance at the assigned work location for our corporate office locations is an essential job function.
• May be asked to assist with the request for hire/request for offer process and/or tickets.
• Back up the HR operations team when needed, in urgent situations, and/or to provide time zone coverage on processing HR tickets and making corresponding updates in the HRIS.
• May be asked to assist or manage leave of absences and accommodations.
• Back up HR operations team when needed, in urgent situations, and/or to provide time zone coverage for conducting final pay meetings and exit interviews.
• May assist with HR-related mail in the office and assist with responses and/or distribution within the team.
• May assist with crossover duties or back up other Internal Human Resources Specialists on the team periodically.
• May be asked to assist with processing and reviewing background checks in accordance with company standards.
• May assist with processing UI and Workers Comp claims.
• May be asked to assist with processing Verifications of employment, when needed.
• Perform other duties as assigned.

Benefits

• Health Insurance: Medical, dental, and vision coverage
• Retirement Plan: 401(k) with company match
• Paid Time Off: PTO, Holidays, Parental leave and Sick Leave provided as required by applicable state law
• Other Benefits: Life insurance, short term disability, long term disability, employee assistance program (EAP), flexible spending account (FSA), health savings account (HSA), Identity theft protection, critical illness, accident, cancer, hospital protection, legal and pet insurance.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior