Employee Relations Specialist

Employee Relations Specialist

At Everstory Partners, our mission is to create supportive spaces where individuals and families can find solace, meaning, and hope in the midst of loss. At the heart of our mission is a deep understanding of the profound and complex nature of grief. Every person's journey through loss is unique, and we are committed to providing compassionate and personalized support.

The Employee Relations Specialist supports the Director of Employee Relations in delivering consistent, compliant, and effective employee relations practices across the organization. This role partners with leadership to provide guidance on employee relations matters, conducts and supports investigations, and ensures alignment with company policies and employment laws. The Specialist manages routine employee relations matters independently while collaborating with the Director on more complex matters, continuing to build depth and expertise in employee relations.

Essential Duties and Responsibilities:

• Support managers in addressing employee relations issues by providing guidance aligned with company policies, procedures, and applicable laws
• Assist in coaching managers through performance concerns, including supporting the development and delivery of Performance Improvement Plans and Corrective Action
• Partner with managers to support and help coordinate employee relations investigations, ensuring timely documentation and follow-up
• Maintain and update employee relations case management tools and provide regular updates to the Director of Employee Relations
• Escalate complex or high-risk matters to the Director of Employee Relations for guidance and direction
• Support responses to external agency inquiries (e.g., EEOC) under the direction of the Director and Legal team
• Assist with preparation for mediations or external proceedings as needed
• Provide day-to-day employee relations support to leaders, serving as a resource for questions and guidance
• Support leave administration processes, including maintaining accurate records in applicable systems
• Assist in delivering employee relations and management training, both virtually and in person
• Partner with HR and cross-functional teams to support consistent application of policies and processes
• Complete administrative responsibilities timely and accurately (e.g. employment verifications, unemployment claims, employee file requests)

Core Competencies:

• Compassion Genuinely cares about people; is concerned about their work and non-work problems; is available and ready to help; is sympathetic to the plight of others not as fortunate; demonstrates real empathy with the joys and pains of others.
• Customer Focus Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
• Ethics and Values Adheres to appropriate (for the setting) and effective set of core values and beliefs during both good and bad times; acts in line with those values; rewards the right values and disapproves of others; practices what he/she preaches.

Role Competencies:

• Conflict Management Can read situations quickly and is good at focused listening. Can also find common ground and get cooperation with minimal noise
• Decision Quality - Makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment. Is sought by others for advice and solutions.
• Organizing - Uses resources effectively and efficiently. Arranges information and files in a useful manner.
• Approachability - Builds rapport well by creating a climate in which people want, and strive, to do their best work. Is an early knower, getting informal and incomplete information in time to do something about it.
• Problem Solving - Probes all fruitful sources for answers; can see hidden problems. Is excellent at honest analysis.
• Motivating Others - Creates a climate in which people want to do their best. Can motivate many kinds of people; empowers others. Invites input from each person and shares ownership and visibility.

Requirements:

• Bachelor's degree in human resources or related field preferred
• 2 4 years of Employee Relations or HR experience required
• SHRM-CP certification preferred
• Experience supporting multi-site or multi-state environments preferred
• Foundational knowledge of employment laws and HR practices
• Ability to handle sensitive information with confidentiality
• Strong communication and interpersonal skills
• Ability to manage multiple priorities with guidance
• Proficiency in Microsoft Office, HRIS systems, and case management systems
• Occasional site visits (generally 1-2 times per year) may be required to support employee relations matters and investigations

Work Environment:

• On-site (Support Center, M-F required).
• Occasional site visits (generally 1-2 times per year) may be required to support employee relations matters and investigations

Our Investment in You:

• Medical, Dental, Vision, Life, AD&D and STD Insurance
• Tuition Reimbursement
• Career Advancement and Training
• Funeral and Cemetery Benefits
• Employee Referral Bonus
• 401k with Company Match

Everstory Partners is an Equal Opportunity Employer and is committed to employing a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, national origin, age, sex, religion, disability, sexual orientation, marital status, military or veteran status, gender identity or expression, or any other basis protected by local, state, or federal law.

The pay range for this role is based on a wide range of factors that are considered in making compensation decisions regardless of race, gender, age, religion, or any other protected characteristic. They include skill set, experience and training, licensure and certification, and other business and organizational needs. This range estimate has been adjusted for the applicable geographic differential associated with the location at which the position may be filled. Compensation decisions are dependent on the circumstances of each hire.