Job Description

Key Responsibilities ( To perform within this position successfully, the incumbent must be able to perform each essential duty satisfactorily. Other duties may be assigned)

Employee Relations & Case Management:

• Serve as a primary point of contact for employee relations matters, including complaints related to conduct, policy violations, performance, attendance, and workplace behavior.
• Conduct impartial, timely, and well-documented workplace investigations and provide findings and recommendations.
• Guide managers on progressive discipline, corrective actions, performance improvement plans (PIPs), and documentation standards.

Employee Engagement & Workplace Culture

• Partner with HR leadership and management to develop, initiate, and support employee engagement initiatives that enhance morale, retention, and workplace satisfaction.
• Support the rollout, and follow-up of engagement surveys, pulse checks, and listening sessions.
• Recommend and help implement action plans to address engagement gaps, communication challenges, and workplace concerns.
• Coach leaders on behaviors and practices that promote engagement, trust, accountability, and inclusion.
• Serve as a neutral resource to help resolve employee concerns early, improving engagement and reducing escalation.

Policy Interpretation & Compliance

• Interpret and ensure consistent application of company policies, procedures, and workplace standards.
• Support compliance with employment laws and regulations (e.g., FLSA, FMLA, ADA, PWFA, EEOC).
• Draft and review employee relations and engagement-related documentation, communications, and guidance.

Manager & Employee Support

• Advise managers on effective people management, engagement strategies, conflict resolution, and employee communication.
• Respond to employee inquiries with professionalism, objectivity, and confidentiality.
• Promote a respectful workplace culture aligned with organizational values.

Separation & Risk Management

• Support terminations and other employment actions to ensure defensible, respectful, and well-documented outcomes.
• Assess exit interview feedback for engagement and retention insights.

Reporting & Continuous Improvement

• Maintain accurate, confidential employee relations and engagement records.
• Track and report trends related to employee relations issues, grievances, turnover, and engagement indicators.
• Support continuous improvement of employee relations and engagement processes, tools, and leader training.

Authority & Scope

This role operates within defined corporate policies and procedures and exercises judgment appropriate to its level of responsibility. The position may influence decisions related to functional operations, processes, or recommendations and escalate matters as required

Supervisory Responsibilities: No

Qualifications (Requirements listed below are representative of the knowledge, skills, and/or ability required and preferred for this position.)

Required Education & Experience:

• Bachelor's degree in human resources, Business Administration, or related field.
• 2-7 years of HR or employee relations experience.

Required Knowledge, Skills, & Abilities:

• Working knowledge of U.S. employment laws and employee engagement best practices.
• Employee advocacy and engagement mindset.
• Strong investigation, analytical, and documentation skills.
• Excellent communication, interpersonal, and coaching abilities.
• Demonstrated ability to manage sensitive issues with discretion and sound judgment

Certificates, Licenses, and Registrations:

• HR certification (PHR, SHRM-CP, SPHR, SHRM-SCP) preferred.

Working Conditions:

This position requires frequent presence on the production floor, with the majority of time spent walking, standing, and interacting with employees in operational areas. The role also includes periodic office based work for documentation, meetings, reporting, and administrative responsibilities. The employee must be able to move throughout the facility, including production, warehouse, and office areas, and may be exposed to typical manufacturing conditions such as noise, moving equipment, and varying temperatures while on the production floor. Appropriate personal protective equipment (PPE) may be required. Reasonable accommodation may be provided to enable individuals to perform essential functions.