Employee Relations Specialist - Employee Relations - FT - Day
Stormont-Vail HealthCare, Topeka, KS, United States
Employee Relations Specialist
The Employee Relations Specialist serves as a trusted advisor to both employees and management, providing guidance, support, and expertise in the area of employee relations. The Employee Relations Specialist serves as a subject matter expert on employment laws and appropriately applies information to employee relation matters while ensuring that human resource and employee relations practices are consistent and in compliance with applicable federal, state, and local laws and regulatory requirements. Education Qualifications
Bachelor's Degree Human Resource Management or a related area. Required Experience Qualifications
3 years Human Resources Experience. Required Experience working with Employee Relations and applicable laws and regulations. Preferred Experience in healthcare systems. Preferred Skills and Abilities
Strong knowledge of labor laws, employment regulations, and best practices in employee relations. The ability to stay current on industry trends, best practices, and changes in employment laws to ensure the organization remains compliant and maintains a competitive employee relations strategy. (Required proficiency) Professional interpersonal and communication skills, with the ability to effectively interact with employees at all levels of the organization. (Required proficiency) Strong organizational and time-management abilities, with the capacity to handle multiple priorities and meet deadlines. (Required proficiency) High functioning analytical and critical-thinking skills, with the ability to assess situations objectively and provide effective solutions. (Required proficiency) Ability to establish and maintain effective working relationships with employees, management, and various departments at all levels of the organization. (Required proficiency) Ability to handle confidential information with professionalism and discretion. (Required proficiency) What You Will Do
Workplace Investigations: Conducts prompt and comprehensive workplace investigations, including interviewing, applying policy correctly, preparing complete factual written summary of findings, recommending next steps and providing follow-up to all parties. Investigations will include but not limited to employment-related matters including discrimination under Title VII, Americans with Disabilities Act Amendment Act (ADAAA), Age Discrimination in Employment Act (ADEA), EEOC claims, sensitive workplace investigations, etc. Thoroughly documents investigation in applicable electronic system(s), ensuring all necessary and relevant information is present, including responding appropriately to inquiries, identifying any concerning trends, maintaining complete confidentiality and reporting up to Employee Relations leadership. Counseling and Coaching: Collaborates with organizational-wide leaders regarding performance management, HR policy, guidance on employee issues and other general questions within their scope. Provides advice and counsel to employees on issues, policies and procedures related to Employee Relations, which may include handling complex issues and answering complex questions. Terminations: Thoroughly reviews all electronic termination notices completed, identifies opportunity for retention, applies policy correctly, and evaluates risk. Process electronic exit interviews through a third-party administrator; when necessary, conduct in-person exit interviews. Identifying trends and creating reports as needed. Accommodations: Facilitates administration of Americans with Disability Act (ADA) functions, which include processing requests, facilitating interactive conversations, obtaining documentation, maintaining records and following up with all parties. Unemployment: Facilitation of unemployment administration functions for the organization, through a third-party administrator. Ensures timely processing of claims and document requests. May schedules any necessary meetings, assist department leadership with prep work for hearings. Participates in hearings as necessary. Assists in managing the Employee Relations shared email inbox to ensure timely, professional, and accurate responses to internal and external inquiries. Prioritizes and triages incoming messages and assigns follow-up actions to appropriate team members. Develop, conduct and presents specialized presentations and training, covering operational and/or technical HR-related information. Write correspondence and prepare reports on a variety of technical, professional and legal matters; deliver associated presentations on same. As necessary, represents Employee Relations in cross functional teams and meetings. Collects HR files and data for legal matters and subpoenas as requested. May support other Employee Relations functions, as needed. Required for All Jobs
Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health Performs other duties as assigned Remote Work Guidelines
Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards. Stable access to electricity and a minimum of 25mb upload and internet speed. Dedicate full attention to the job duties and communication with others during working hours. Adhere to break and attendance schedules agreed upon with supervisor. Abide by Stormont Vail's Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually. Physical Demands
Balancing: Occasionally 1-3 Hours Carrying: Occasionally 1-3 Hours Climbing (Ladders): Rarely less than 1 hour Climbing (Stairs): Rarely less than 1 hour Crawling: Rarely less than 1 hour Crouching: Rarely less than 1 hour Driving (Automatic): Rarely less than 1 hour Driving (Standard): Rarely less than 1 hour Eye/Hand/Foot Coordination: Frequently 3-5 Hours Feeling: Rarely less than 1 hour Grasping (Fine Motor): Occasionally 1-3 Hours Grasping (Gross Hand): Occasionally 1-3 Hours Handling: Occasionally 1-3 Hours Hearing: Occasionally 1-3 Hours Kneeling: Rarely less than 1 hour Lifting: Occasionally 1-3 Hours up to 25 lbs Operate Foot Controls: Rarely less than 1 hour Pulling: Occasionally 1-3 Hours up to 25 lbs Pushing: Occasionally 1-3 Hours up to 25 lbs Reaching (Forward): Occasionally 1-3 Hours up to 25 lbs Reaching (Overhead): Occasionally 1-3 Hours up to 25 lbs Repetitive Motions: Occasionally 1-3 Hours Sitting: Occasionally 1-3 Hours Standing: Occasionally 1-3 Hours Stooping: Rarely less than 1 hour Talking: Occasionally 1-3 Hours Walking: Occasionally 1-3 Hours Physical Demand Comments
The employee is occasionally required to stand for up to 3 hours and walk throughout the hospital or clinic locations. Working Conditions
Burn: Rarely less than 1 hour Chemical: Rarely less than 1 hour Combative Patients: Rarely less than 1 hour Dusts: Rarely less than 1 hour Electrical: Rarely less than 1 hour Explosive: Rarely less than 1 hour Extreme Temperatures: Rarely less than 1 hour Infectious Diseases: Rarely less than 1 hour Mechanical: Rarely less than 1 hour Needle Stick: Rarely less than 1 hour Noise/Sounds: Rarely less than 1 hour Other Atmospheric Conditions: Rarely less than 1 hour Poor Ventilation, Fumes and/or Gases: Rarely less than 1 hour Radiant Energy: Rarely less than 1 hour Risk of Exposure to Blood and Body Fluids: Rarely less than 1 hour Risk of Exposure to Hazardous Drugs: Rarely less than 1 hour Hazards (other): Rarely less than 1 hour Vibration: Rarely less than 1 hour Wet and/or Humid: Rarely less than 1 hour Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring,
The Employee Relations Specialist serves as a trusted advisor to both employees and management, providing guidance, support, and expertise in the area of employee relations. The Employee Relations Specialist serves as a subject matter expert on employment laws and appropriately applies information to employee relation matters while ensuring that human resource and employee relations practices are consistent and in compliance with applicable federal, state, and local laws and regulatory requirements. Education Qualifications
Bachelor's Degree Human Resource Management or a related area. Required Experience Qualifications
3 years Human Resources Experience. Required Experience working with Employee Relations and applicable laws and regulations. Preferred Experience in healthcare systems. Preferred Skills and Abilities
Strong knowledge of labor laws, employment regulations, and best practices in employee relations. The ability to stay current on industry trends, best practices, and changes in employment laws to ensure the organization remains compliant and maintains a competitive employee relations strategy. (Required proficiency) Professional interpersonal and communication skills, with the ability to effectively interact with employees at all levels of the organization. (Required proficiency) Strong organizational and time-management abilities, with the capacity to handle multiple priorities and meet deadlines. (Required proficiency) High functioning analytical and critical-thinking skills, with the ability to assess situations objectively and provide effective solutions. (Required proficiency) Ability to establish and maintain effective working relationships with employees, management, and various departments at all levels of the organization. (Required proficiency) Ability to handle confidential information with professionalism and discretion. (Required proficiency) What You Will Do
Workplace Investigations: Conducts prompt and comprehensive workplace investigations, including interviewing, applying policy correctly, preparing complete factual written summary of findings, recommending next steps and providing follow-up to all parties. Investigations will include but not limited to employment-related matters including discrimination under Title VII, Americans with Disabilities Act Amendment Act (ADAAA), Age Discrimination in Employment Act (ADEA), EEOC claims, sensitive workplace investigations, etc. Thoroughly documents investigation in applicable electronic system(s), ensuring all necessary and relevant information is present, including responding appropriately to inquiries, identifying any concerning trends, maintaining complete confidentiality and reporting up to Employee Relations leadership. Counseling and Coaching: Collaborates with organizational-wide leaders regarding performance management, HR policy, guidance on employee issues and other general questions within their scope. Provides advice and counsel to employees on issues, policies and procedures related to Employee Relations, which may include handling complex issues and answering complex questions. Terminations: Thoroughly reviews all electronic termination notices completed, identifies opportunity for retention, applies policy correctly, and evaluates risk. Process electronic exit interviews through a third-party administrator; when necessary, conduct in-person exit interviews. Identifying trends and creating reports as needed. Accommodations: Facilitates administration of Americans with Disability Act (ADA) functions, which include processing requests, facilitating interactive conversations, obtaining documentation, maintaining records and following up with all parties. Unemployment: Facilitation of unemployment administration functions for the organization, through a third-party administrator. Ensures timely processing of claims and document requests. May schedules any necessary meetings, assist department leadership with prep work for hearings. Participates in hearings as necessary. Assists in managing the Employee Relations shared email inbox to ensure timely, professional, and accurate responses to internal and external inquiries. Prioritizes and triages incoming messages and assigns follow-up actions to appropriate team members. Develop, conduct and presents specialized presentations and training, covering operational and/or technical HR-related information. Write correspondence and prepare reports on a variety of technical, professional and legal matters; deliver associated presentations on same. As necessary, represents Employee Relations in cross functional teams and meetings. Collects HR files and data for legal matters and subpoenas as requested. May support other Employee Relations functions, as needed. Required for All Jobs
Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health Performs other duties as assigned Remote Work Guidelines
Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards. Stable access to electricity and a minimum of 25mb upload and internet speed. Dedicate full attention to the job duties and communication with others during working hours. Adhere to break and attendance schedules agreed upon with supervisor. Abide by Stormont Vail's Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually. Physical Demands
Balancing: Occasionally 1-3 Hours Carrying: Occasionally 1-3 Hours Climbing (Ladders): Rarely less than 1 hour Climbing (Stairs): Rarely less than 1 hour Crawling: Rarely less than 1 hour Crouching: Rarely less than 1 hour Driving (Automatic): Rarely less than 1 hour Driving (Standard): Rarely less than 1 hour Eye/Hand/Foot Coordination: Frequently 3-5 Hours Feeling: Rarely less than 1 hour Grasping (Fine Motor): Occasionally 1-3 Hours Grasping (Gross Hand): Occasionally 1-3 Hours Handling: Occasionally 1-3 Hours Hearing: Occasionally 1-3 Hours Kneeling: Rarely less than 1 hour Lifting: Occasionally 1-3 Hours up to 25 lbs Operate Foot Controls: Rarely less than 1 hour Pulling: Occasionally 1-3 Hours up to 25 lbs Pushing: Occasionally 1-3 Hours up to 25 lbs Reaching (Forward): Occasionally 1-3 Hours up to 25 lbs Reaching (Overhead): Occasionally 1-3 Hours up to 25 lbs Repetitive Motions: Occasionally 1-3 Hours Sitting: Occasionally 1-3 Hours Standing: Occasionally 1-3 Hours Stooping: Rarely less than 1 hour Talking: Occasionally 1-3 Hours Walking: Occasionally 1-3 Hours Physical Demand Comments
The employee is occasionally required to stand for up to 3 hours and walk throughout the hospital or clinic locations. Working Conditions
Burn: Rarely less than 1 hour Chemical: Rarely less than 1 hour Combative Patients: Rarely less than 1 hour Dusts: Rarely less than 1 hour Electrical: Rarely less than 1 hour Explosive: Rarely less than 1 hour Extreme Temperatures: Rarely less than 1 hour Infectious Diseases: Rarely less than 1 hour Mechanical: Rarely less than 1 hour Needle Stick: Rarely less than 1 hour Noise/Sounds: Rarely less than 1 hour Other Atmospheric Conditions: Rarely less than 1 hour Poor Ventilation, Fumes and/or Gases: Rarely less than 1 hour Radiant Energy: Rarely less than 1 hour Risk of Exposure to Blood and Body Fluids: Rarely less than 1 hour Risk of Exposure to Hazardous Drugs: Rarely less than 1 hour Hazards (other): Rarely less than 1 hour Vibration: Rarely less than 1 hour Wet and/or Humid: Rarely less than 1 hour Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring,