People Relations Specialist

The People Relations Specialist provides direct support to employees and leaders across [solidcore] studios and assigned HQ teams. This role owns routine employee relations cases from intake through resolution, conducts fact-finding, coaches leaders on everyday workplace concerns, and manages key employee processes.

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 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.

You'll be responsible for:

Employee Relations and Investigations

• 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 cases from intake through fact-finding, recommendations, resolution, and closure.
• Conduct employee and witness interviews, review relevant records, and prepare objective case summaries that separate reported concerns from established facts. Recommend practical next steps and obtain required approvals before implementation.
• Keep employees and leaders informed of next steps, track agreed actions, and confirm follow-through before closing cases. Maintain accurate, timely records and share sensitive information only with those who need it for their responsibilities.
• Reassess case complexity as information emerges. Partner with the People Relations Manager on matters beyond routine scope; promptly escalate allegations of harassment, discrimination, retaliation, serious safety concerns, wage issues, or sensitive leadership conduct to the People Relations Manager or designated alternate.
• Support manager-led investigations by gathering records, conducting assigned interviews, and tracking follow-up actions under the investigation lead's direction.

Performance Management and Leader Guidance

• 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 possible accommodation, leave, or other protected-activity concerns before action; route involuntary separations, and policy exceptions to People Relations leadership for approval.
• Track support action plans, corrective actions, and mid-year and end-of-year review milestones in Workday. Follow up with leaders on deadlines, identify incomplete documentation, and report recurring issues to the People Relations Manager.

Accommodation Intake and Coordination

• Own initial intake of ADA and other workplace accommodation requests, including requests raised informally. Explain the process, provide approved forms and relevant job descriptions, coordinate required documentation, and maintain timely follow-up and restricted medical records.
• Prepare a clear summary of the request, job responsibilities, and outstanding questions for the People Relations Manager or Senior People Relations Manager, who leads the interactive review and accommodation decision. Support approved employee and leader communications and track implementation and review dates.
• Route leave administration, leave eligibility, and leave benefit questions to Total Rewards. Maintain clear handoffs when an accommodation request also involves leave, and flag changes or unresolved questions for the appropriate owner.

Offboarding and Compliance Operations

• Own execution of approved offboarding for coaches, core crew, and other assigned employees. Complete Workday transactions and separation documentation, coordinate required notifications and system access removal where applicable, and verify completion at the approved time.
• Coordinate final pay information and deadlines with Payroll, follow approved jurisdiction-specific checklists, and resolve or escalate missing information. Confirm required offboarding steps are completed and maintain an accurate record of the separation.
• 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 accurate responses and supporting records, track deadlines, and coordinate hearing preparation and disputed or sensitive matters with People Relations leadership.

People Programs and Process Improvement

• Own assigned project tasks and process improvements with the People Relations Manager, including handbook updates, performance review cycles, succession planning coordination, and background check workflows. Track deliverables and raise barriers early.
• Maintain practical procedures, templates, and employee resources. Recommend changes based on recurring questions and case experience, and 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 to improve consistency, responsiveness, and the employee experience.

What skills & experience you'll bring to us:

• 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.

It will be helpful if you possess the following:

• 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.

Compensation & Benefits:

• Salary range for this position is $76,950-$80,000 per year, based on experience.
• Flexible PTO.
• Technology & cell phone stipend.
• 401k with employer match.
• Health, dental, & vision insurance.
• And MORE

[solidcore] is a national boutique fitness company with 100+ studios across the country. Our signature workout is 50 minutes of low-impact, high-intensity strength training: the lights are low and the music is loud. The coach guides the class through a series of slow & controlled movements that are sequenced to work muscles to failure. This class is accessible for all fitness levels and can be amplified or modified to accommodate individual goals. Class is as intense as our reviews suggest, but our instructors go above and beyond to provide a welcoming, supportive, empowering, and challenging experience for all. Please visit our website here to read more about our mission.

[solidcore] is firmly committed to social justice and promoting a culture of diversity, equity, and inclusion. You can click here to find out more about the actions we are taking to promote a more diverse and inclusive space for both our clients and our internal team.

[solidcore] is an equal-opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. [solidcore] makes hiring decisions based solely on qualifications, merit, and business needs at the time.