HR Specialist - Employee Relations

HR Specialist, Employee Relations The mission of Hope the Mission is to prevent, reduce and eliminate poverty, hunger, and homelessness by offering immediate assistance and long-term solutions. Hope the Mission serves thousands of people across Los Angeles County. Doing that well requires a workforce that is treated fairly, supported consistently, and managed in compliance with the law. The HR Specialist, Employee Relations is the person responsible for making sure that happens when things get complicated. This position investigates workplace concerns, handles employee relations matters, and guides managers through corrective action, performance issues, and separations. The HR Specialist conducts formal investigations into grievances, policy violations, harassment allegations, and other workplace complaints. This role documents findings, makes recommendations to HR leadership, and ensures that every step of the process reflects organizational policy and California employment law. Beyond investigations, this position supports a range of HR functions including onboarding, HRIS data entry, benefits inquiries, leave of absence coordination, and compliance reporting. This role partners directly with the Director of Human Resources and works closely with managers and directors across the organization. Responsibilities Investigations and Employee Relations Serve as the first point of contact for employee relations concerns and escalates to HR leadership as needed Review employee incidents and grievances as assigned and prepare a detailed investigation plan within HTM HR guidelines Conduct in-person, virtual, and telephonic interviews to gather relevant information and documentation Collect, review, and analyze evidence, statements, records, and supporting documentation Prepare comprehensive investigation summaries, findings, recommendations, and documentation for HR leadership review Maintain accurate, objective, and confidential investigation case files Provide coaching and guidance to supervisors and managers on performance, conduct, and corrective action Corrective Action and Terminations Provide guidance and oversight on performance management and corrective action processes through to separation Prepare required documentation and meet with employees regarding terminations, resignations, furloughs, and layoffs in compliance with applicable law and HTM policy Conduct exit interviews and report trends to HR leadership Onboarding and Orientations Support applicant and candidate communications during the hiring process in coordination with hiring managers Conduct new hire orientations and communicate expectations and compliance requirements Support orientation logistics, materials preparation, and badge creation Process onboarding paperwork including background checks, employment eligibility verification, and personnel file creation HRIS, Recordkeeping, and Compliance Enter employee changes, separations, and pay updates into ADP Workforce Now and other HRIS systems accurately and on time Maintain accurate digital and physical employee records in compliance with confidentiality requirements Maintain HR forms and administrative tracking systems Assist with data reporting, audits, and compliance checks across programs Collaborate on leave of absence processes, workers' compensation claims, and related compliance tracking HR Operations and Training Support Respond to routine employee questions regarding payroll, timekeeping, and benefits Assist with benefit enrollment and basic benefits inquiries Support HR policy implementation, communication, and training rollouts across departments Assist in analyzing HR data to identify trends and recommend organizational improvements Provide guidance and mentorship to HR staff on foundational HR tasks Perform other duties as assigned Qualifications High school diploma or GED required; bachelor's degree in Human Resources, Business Administration, or a related field preferred Minimum 3 to 5 years of progressive HR experience Strong working knowledge of employee relations, investigations, and corrective action processes Strong working knowledge of California labor law and HR compliance requirements Experience with HRIS systems required; ADP Workforce Now experience preferred PHR, SHRM-CP, or equivalent HR certification preferred Skills Conduct thorough, objective, and well-documented workplace investigations Apply California employment law and HTM policy accurately in employee relations matters Communicate clearly and professionally in writing and verbally across all levels of the organization Handle sensitive, confidential, and high-stakes matters with professionalism and discretion Guide and coach managers through performance management, corrective action, and separation processes Manage multiple concurrent cases and priorities with strong organization and attention to detail Enter and maintain accurate data in HRIS and HR recordkeeping systems Analyze HR data and identify trends to support organizational decision-making Exercise sound judgment and independent decision-making in ambiguous or high-risk situations Work collaboratively across departments and build trust with staff, managers, and leadership Proficient in Microsoft Office and HR-related software and platforms Mandatory Requirements Background Screening Employment is contingent upon the successful completion of background checks as required per worksite. Drug and Alcohol Testing Candidates must pass pre-employment and ongoing drug and alcohol screenings in accordance with company policy. Motor Vehicle Record (MVR) Check For roles requiring driving, employment is contingent upon an acceptable driving record. Legal Eligibility to Work Candidates must provide proof of legal authorization to work in the US. Compliance with Company Policies and HIPAA standards All employees must comply with company policies, including safety, confidentiality, and conduct standards. Must have reliable transportation. Physical, Demands, Environmental Conditions, Equipment The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions. The employee is required to: walk and climb stairs; stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis; grasp, push, pull objects such as files, file cabinet drawers, and reach overhead; handle, finger, grasp and feel objects and equipment; reach with hands and arms; be mobile by moving oneself from place to place quickly and easily; repeat various motions with the wrists, hands, and fingers; be able to perform visual activities for (including, but not limited to) administrative and clerical tasks; ability to lift up to 25 lbs.; communicate, receive and exchange ideas, information by means of the spoken and written word; drive vehicles in and around Los Angeles County; be able to enter various buildings that may require climbing stairs; be periodically subjected to outside environmental conditions. The employee may work in proximity to service animals and emotional support animals; use a desktop and/or laptop computer; various office machines. Complete all required forms in personal writing. Work Environment The employee may be in contact with individuals and families in crisis who may be ill, using alcohol and drugs, and who may not be attentive to basic personal hygiene, health and safety practices. The employee may experience a number of unpleasant sensory demands associated with the participants' use of alcohol and drugs, and lack of personal hygiene. The employee must be ready to respond quickly and effectively to many types of situations, including crisis situations and potentially hostile situations. The noise level in the work environment is usually moderate in an office setting. Sometimes work may become stressful when working under pressure or in crisis intervention. EEO HTM (Hope the Mission) provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, HTM complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, placement, promotion, recall, transfer, leaves of absence, compensation and training. HTM will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if HTM is concerned about a conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy #J-18808-Ljbffr