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Employee Relations Specialist II

Applications are closed

  • Job
    Full-time
    Mid Level
  • Johnston

Requirements

  • BA or BS in Human Resources, Business, or related field required.
  • Minimum 4 years’ experience in human resources required, including independent leader coaching.
  • 1-2 years leading teams, preferred.
  • Background in employment law and other government compliance regulations, required.
  • Ability to travel independently in Iowa with limited frequency.
  • Proven experience creating social media strategies to generate awareness.
  • Ability to communicate effectively and professionally in reading, writing, and speaking the English language.
  • This position will be subject to COVID-19 safety requirements.

Responsibilities

  • Staff Relations and Engagement
  • Partner with leaders to provide recommendations on human resources policy, processes, systems, and laws. Educate new leaders regarding staff relations programs and processes.
  • Provide support and facilitates communication regarding staff complaints and concerns. Complete reviews, assessments, and investigations regarding staff issues.
  • Recommend and implement staff relations practices that foster positive employer-employee relationships and provide high level staff satisfaction.
  • Objectively coach staff and management through complex, difficult, and emotional issues.
  • Partner with leaders and HR team members to complete thorough workforce plans to promote staff engagement and retention. Assist with staff structure changes to meet business needs. Assist leaders with action plans within Staff Relations scope.
  • Provide leaders with data to aid with staff relations decisions, engagement, and retention.
  • Facilitate the staff engagement process with leaders to promote leader accountability.
  • Maintain and coordinate staff appreciation and recognition programs.
  • Proactively assesses staff engagement and retention to understand success.
  • Compliance
  • Ensure compliance, monitoring and updating employment eligibility verification and documentation, as well as other requirements of employment as needed by service.
  • Conduct systematic employee data quality review and personnel file audits to ensure compliance with established policies, procedures, and regulations, as assigned.
  • Manage unemployment claims to the lowest cost option.
  • Performance management
  • Independently provide support, trains, and mentors supervisors on the performance management and progressive discipline process and tools.
  • Educate leaders on risks relevant to staff behavior.
  • Make recommendations to leaders for corrective action and staff accountability for successful performance.
  • Assess the performance evaluation program for assigned services, and makes recommendations for improvement.
  • Assist with the implementation of the performance management system including staff development planning. Ensure leader accountability for staff evaluations.
  • Staff Compensation
  • Provide guidance and support to management in regard to the total compensation program. Review and approve job descriptions, and complete market wage reviews to set wage ranges for positions.
  • Calculate and assigns wages according to policies and procedures.
  • Review service pay practices to ensures compliance with federal wage and hour laws and organizational policy.
  • Program Improvement
  • Participate in developing and implementing Human Resource goals and objectives, annual operating plan, policies, procedures, and systems. Make recommendations for initiatives based on program needs.
  • Provide counsel and recommendations to leadership on human resource systems to ensure fair and consistent practices throughout organization.
  • Provide leadership-level support and contribution on process improvement initiatives. Lead initiatives using project management methodology from project planning through change management initiatives, delivering timely and quality results which meet stated objectives.
  • Assess human resources policies, procedures, systems, and practices for compliance and efficiency, make cost-effective recommendations to management for effective solutions, and implement approved changes.
  • Train and mentor team members in HR processes as needed.
  • Leadership
  • Supervise student workers, interns, and administrative and/or coordinator staff as assigned. Facilitate selection with HR team, training and development in line with stated goals, assignment of work, and feedback. Manage relationships with student’s school or training program representatives.
  • Other duties
  • Provide human resource counsel and support in HR and organizational committees, task forces, and councils as assigned.
  • Provide backup for staff onboarding, personnel file management, maintenance of staff data, personnel files, and benefits administrative duties.
  • Lead or assist with organization communications related to staff relations functions.

FAQs

What qualifications are required for the Employee Relations Specialist II position?

A BA or BS in Human Resources, Business, or a related field is required, along with a minimum of 4 years of experience in human resources, including independent leader coaching.

Is previous leadership experience preferred for this role?

Yes, 1-2 years of leading teams is preferred for this position.

Are there travel requirements for the Employee Relations Specialist II?

Yes, the position requires the ability to travel independently in Iowa with limited frequency.

Is experience with employment law necessary for applicants?

Yes, a background in employment law and other government compliance regulations is required.

What kind of support can employees expect regarding staff relations?

The Employee Relations Specialist II will partner with leaders to provide recommendations, support communication regarding staff complaints, and recommend practices to foster positive employer-employee relationships.

Does this position include training responsibilities?

Yes, the Employee Relations Specialist II will train and mentor supervisors on performance management and other human resource processes as needed.

What is the organization’s stance on workplace diversity?

ChildServe believes that differences make them great and is on a continuous journey to create an environment where different perspectives are valued, and all feel safe and welcome.

How does ChildServe support the continuous learning of its employees?

ChildServe is dedicated to innovation and supports team members in gaining new certifications, continuing their education, and advancing their careers within the organization.

What additional duties may be assigned to the Employee Relations Specialist II?

Other duties may include providing support in HR committees, managing personnel files, and assisting with organization communications related to staff relations functions.

What makes ChildServe a desirable workplace?

ChildServe has earned the title of Top Workplace every year since 2014, emphasizing the meaningful work they do, their team culture, and the continuous learning opportunities they provide.

We partner with families to help children with special healthcare needs live a great life!

Science & Healthcare
Industry
1001-5000
Employees
1928
Founded Year

Mission & Purpose

ChildServe knows kids and we know specialty healthcare. When parents have questions about their child’s health and development, we’re here with answers and support for the whole family. Our team of experts helps identify and meet the unique needs of children with developmental delays, disabilities, injuries, and other special healthcare needs. We look for creative solutions to help each child set and reach personalized goals and thrive despite medical challenges. We serve nearly 5,800 children each year through specialized clinical, home, and community-based programs and services. We are experts in pediatric rehabilitation and care for children and young adults who have a wide variety of developmental delays, disabilities, injuries, and other special healthcare needs.

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