Senior, Employee Relations Specialist

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Senior, Employee Relations Specialist Full Time Georgetown, TX, US 2 days ago Requisition ID: 1009 About Compal USA Technology Compal USA Technology is a leading advanced manufacturing company specializing in the production of next-generation AI servers, cloud infrastructure, and enterprise technology solutions. With rapidly expanding operations in Taylor and Georgetown TX, we are investing more than $235 million in manufacturing infrastructure and creating up to 1,500 careers in Central Texas. Guided by our commitment to Building Tomorrow , we combine innovation, operational excellence, and a high-performance culture to shape the future of technology manufacturing. Position Summary The Employee Relations Specialist is responsible for supporting a positive, respectful, consistent, and productive workplace across Compal USA Technologies’ manufacturing operations. This position serves as a key Human Resources resource for employees, supervisors, and managers regarding employee relations matters, workplace concerns, policy interpretation, attendance, performance management, corrective action, workplace investigations, and conflict resolution. The Employee Relations Specialist partners closely with HR and manufacturing leadership to ensure employee matters are addressed promptly, objectively, consistently, and in accordance with company policies and applicable employment laws. This role requires a strong presence on the manufacturing floor and the ability to build trusted working relationships with employees and leaders across multiple departments and shifts. Responsibilities Employee Relations & Workplace Investigations Serve as a primary point of contact for employee relations questions, complaints, concerns, and workplace issues. Conduct timely, objective, and thorough workplace investigations involving allegations of harassment, discrimination, retaliation, workplace misconduct, inappropriate behavior, policy violations, conflicts, and other employee concerns. Conduct interviews with employees, witnesses, supervisors, and managers. Gather and evaluate relevant documentation and information associated with investigations. Prepare clear and professional investigation documentation, summaries, findings, and recommendations. Escalate significant or high-risk employee relations matters to HR leadership. Maintain confidentiality and appropriate discretion when handling sensitive employee information. Track employee relations cases and identify recurring issues, trends, or areas of organizational risk. Corrective Action & Performance Management Partner with supervisors and managers regarding employee performance, attendance, conduct, and behavioral concerns. Review corrective action documentation for consistency, completeness, and alignment with company policies. Assist leaders with verbal counseling, written warnings, final written warnings, performance improvement plans, and other corrective actions. Provide guidance regarding appropriate levels of corrective action based on policy, previous practices, and individual circumstances. Support managers in addressing performance and behavioral concerns promptly and professionally. Promote consistent application of corrective action across departments, shifts, and employee groups. Assist HR leadership with termination recommendations and documentation when appropriate. Manufacturing Workforce Support Maintain a visible and accessible HR presence on the manufacturing floor. Develop effective working relationships with hourly employees, leads, supervisors, managers, and senior leadership. Provide Employee Relations support across manufacturing departments and multiple shifts as business needs require. Address attendance, tardiness, no-call/no-show, workplace conduct, employee conflict, policy compliance, and related employee concerns. Partner with manufacturing leadership to identify and address employee issues that may affect productivity, morale, retention, quality, or workplace culture. Participate in employee meetings, shift meetings, coaching discussions, and other workplace meetings when Employee Relations support is appropriate. Manager & Supervisor Support Provide guidance to supervisors and managers regarding Employee Relations practices and company policies. Coach leaders on difficult employee conversations, documentation, performance expectations, workplace conflict, and policy enforcement. Help managers determine when informal coaching may be appropriate versus formal corrective action. Support managers in documenting employee performance and conduct issues appropriately. Promote consistent leadership practices across departments and shifts. Identify management practices or workplace behaviors that may create Employee Relations concerns and elevate issues to HR leadership when appropriate. Policy & Employment Compliance Interpret and communicate company policies and procedures to employees and management. Support consistent application of attendance, workplace conduct, confidentiality, anti-harassment, anti-discrimination, anti-retaliation, and other employment policies. Partner with HR leadership on matters involving ADA accommodations, FMLA and other leaves, EEO, wage and hour requirements, and other employment-related matters. Assist with the development, review, and implementation of HR policies and procedures. Maintain accurate, organized, and confidential Employee Relations records and case documentation. Stay informed of relevant federal, state, and local employment requirements and HR best practices. Employee Engagement & Retention Identify workplace concerns that may negatively affect employee engagement, morale, or retention. Participate in employee feedback discussions, stay interviews, and exit interviews. Assist with analyzing Employee Relations, attendance, turnover, and corrective action trends. Recommend opportunities to improve employee communication and workplace practices. Partner with HR and manufacturing leadership on employee engagement and retention initiatives. Promote Compal's workplace expectations and values through consistent and respectful Employee Relations practices. Terminations & Separations Assist HR leadership and managers in reviewing termination recommendations. Ensure supporting documentation is complete and consistent before separation decisions are finalized. Prepare or review termination documentation as appropriate. Participate in termination meetings and other separation discussions. Coordinate with other HR team members to ensure required separation processes and documentation are completed accurately and timely. Qualifications: Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred; equivalent relevant HR experience may be considered. Minimum 5 years of progressive Human Resources experience with significant Employee Relations responsibilities. Demonstrated experience conducting workplace investigations. Experience supporting corrective action, performance management, employee conflict resolution, and terminations. Working knowledge of federal and state employment laws and HR best practices. Strong written communication and documentation skills. Strong interpersonal and verbal communication skills. Ability to maintain confidentiality and exercise sound judgment when handling sensitive matters. Ability to work effectively with hourly employees, supervisors, managers, and senior leadership. Ability to manage multiple Employee Relations matters simultaneously in a fast-paced environment. Preferred Qualifications: Employee Relations or HR experience within a manufacturing, distribution, warehouse, or other high-volume operational environment. Experience supporting a multi-shift hourly workforce. Experience working within a startup, rapidly growing, or changing manufacturing organization. Experience with HRIS and Employee Relations case-management systems. PHR, SPHR, SHRM-CP, or SHRM-SCP certification is a plus. The successful candidate should demonstrate: Strong Employee Relations and workplace investigation skills Sound judgment and objective decision-making Conflict resolution and problem-solving abilities Strong interviewing and fact-finding skills Effective manager coaching and influencing skills Excellent written documentation and organizational skills Ability to handle difficult and sensitive workplace conversations professionally Ability to remain neutral and objective during employee disputes and investigations Understanding of manufacturing workforce dynamics Ability to establish credibility with employees and operational leadership Strong attention to detail High level of integrity, discretion, and confidentiality Ability to identify and elevate potential Employee Relations and compliance risks Ability to prioritize multiple cases and meet deadlines Strong sense of urgency and ability to operate effectively in a fast-paced manufacturing environment Key Measures of Success: Timely and thorough resolution of Employee Relations cases Accurate and professional investigation documentation Consistent application of company policies and corrective action practices Appropriate escalation of high-risk Employee Relations matters Reduction in recurring workplace issues Improved supervisor and manager capability in addressing employee concerns Identification of Employee Relations trends and potential risks Improved employee communication and confidence in the HR function Strong partnership between Human Resources and manufacturing leadership This position primarily supports a manufacturing environment and requires regular interaction with employees on the production floor. The Employee Relations Specialist must be comfortable working in both office and manufacturing settings and may occasionally be required to adjust work hours to support employees and leadership across multiple shifts. The position may require extended periods of standing or walking throughout the manufacturing facility and adherence to applicable facility safety requirements. Compal Employee Relations Philosophy The Employee Relations Specialist is expected to promote a workplace where employees are treated fairly, consistently, and respectfully while maintaining clear expectations for performance, conduct, and accountability. The role supports Compal's commitment to maintaining a professional workplace by ensuring employee concerns are addressed promptly, policies are applied consistently, workplace investigations are handled objectively, and leaders receive appropriate HR guidance when managing employee matters. #J-18808-Ljbffr Compal USA Technology Inc