Human Resources Representative

Senior Employee Relations Specialist

The Senior Employee Relations Specialist serves as a senior-level Human Resources professional responsible for leading complex employee relations activities across the health system. This role functions as a subject matter expert in workplace investigations, employment risk mitigation, policy interpretation, ADA compliance, corrective action consultation, and leadership coaching. The Senior Employee Relations Specialist partners closely with HR Business Partners, operational leadership, Legal Compliance, and executive leadership to support a fair, consistent, and legally compliant workplace culture aligned with Maury Regional Healths mission, values, and Just Culture principles. This position independently manages highly sensitive and complex employee relations matters while promoting organizational accountability, employee engagement, and high-reliability behaviors throughout the organization.

Key Responsibilities:

• Complex Employee Relations & Investigations
• Lead and manage highly sensitive, complex, or high-risk employee relations matters escalated from HR Business Partners or leadership.
• Conduct thorough and objective investigations involving allegations of harassment, discrimination, retaliation, workplace violence, HIPAA/privacy concerns, ethics violations, and other serious misconduct.
• Provide guidance and recommendations regarding corrective action, risk mitigation, policy interpretation, and employment decisions.
• Ensure investigations are conducted in a timely, legally compliant, and well-documented manner.
• Partner with Legal Compliance, Risk Management, and operational leadership on sensitive employment matters.
• ADA & Leave Compliance
• Administer and oversee the interactive process related to ADA accommodations.
• Review medical documentation and partner with leaders to evaluate reasonable accommodation requests.
• Ensure compliance with ADA, PWFA, and applicable employment laws and regulations.
• Partner with Leave Administration and HR leadership on complex return-to-work and accommodation scenarios.
• EEOC Regulatory & Compliance Oversight
• Coordinate and manage EEOC charges, responses, position statements, and related documentation.
• Maintain tracking and reporting for EEOC claims, investigations, accommodations, and related compliance activity.
• Serve as the organizations Title VI Coordinator ensuring compliance with applicable non-discrimination regulations and reporting requirements.
• Assist with audits, regulatory requests, and compliance reviews related to employee relations and workplace practices.
• Identify trends and organizational risks and recommend proactive corrective actions.
• Serve as point of contact for legal consultations.
• Strategic HR Partnership
• Serve as an expert resource to HR Business Partners and leaders regarding complex employee relations matters and employment law guidance.
• Provide coaching and consultation to leaders on performance management, accountability, workplace conduct, and organizational risk.
• Support consistency in the application of organizational policies, corrective action practices, and employment decisions.
• Participate in leadership discussions involving organizational change, restructuring, and workforce strategy.
• Policy Training & Organizational Support
• Assist with development, interpretation, and revision of HR policies and procedures.
• Support organizational initiatives related to Just Culture, High Reliability Organization (HRO) principles, employee accountability, and workplace conduct.
• Develop and facilitate training for leaders related to investigations, documentation, ADA, harassment prevention, and employee relations best practices.
• Promote a culture of fairness, accountability, compliance, and respect across the organization.
• Documentation & Reporting
• Maintain accurate and confidential records related to investigations, accommodations, EEOC matters, and compliance activities.
• Prepare reports, summaries, and metrics for HR leadership and executive review.
• Utilize HRIS and case management systems to document and track employee relations activity.

Qualifications:

• Education: Bachelors degree in Human Resources, Business Administration, Healthcare Administration, Employment Law, or related field required. Masters degree preferred.
• Experience: Minimum of seven (7) years of progressive Human Resources experience required. Minimum of five (5) years focused on employee relations, workplace investigations, and employment compliance required. Demonstrated experience independently managing complex and high-risk employee relations matters required. Experience with ADA accommodations, EEOC responses, corrective action consultation, and employment risk mitigation required. Experience supporting leaders in a complex healthcare, multi-site, or highly regulated environment highly preferred.
• Knowledge, Skills & Abilities: Advanced knowledge of employment law and HR compliance including ADA, FMLA, EEOC Title VII, Title VI, FLSA, and related regulations. Strong investigative and analytical skills with the ability to manage highly sensitive matters objectively and confidentially. Exceptional conflict resolution and leadership consultation skills. Ability to interpret complex regulations and apply them operationally. Strong written communication and documentation skills including preparation of formal investigative summaries and position statements. Ability to influence leaders and provide guidance in difficult or high-risk situations. Strong organizational and case management abilities. Proficiency with HRIS systems and Microsoft Office applications.
• Preferred Certifications: PHR, SPHR, SHRM-CP, or SHRM-SCP preferred. Workplace Investigation Certification preferred. ADA or Employment Law certification/training preferred.