Employee Relations Specialist (HR)

Benefits: Available to All Benefit-Eligible Employees 401(k) retirement savings plan Mileage reimbursement Employee Assistance Program (EAP) Paid vacation, sick leave, and holidays Tuition Reimbursement Relocation Assistance Additional Benefits for Employees Regularly Scheduled 30+ Hours per Week: Medical, dental, and vision insurance Flexible Spending & Health Savings Accounts Disability, life, and AD&D insurance Pet insurance

Pay range: $100-120K, depending on experience

Schedule/Shift: Full-Time, Monday-Friday, 8am-5pm. Some overnight / out of state travel required. Can be remote. The Employee Relations Specialist serves as a trusted HR partner to employees and leaders across Mission Healthcare, providing guidance and support on employee relations matters throughout the organization. This role is responsible for managing workplace concerns, conducting employee investigations, supporting performance and corrective action processes, interpreting company policies, and coaching leaders through complex employee situations. Working within a fast-paced, multi-state healthcare environment, the Employee Relations Specialist helps ensure employee matters are addressed consistently, timely, fairly, and in alignment with company policies, Mission's values, and applicable employment laws. The ideal candidate combines strong employee relations expertise with sound judgment, empathy, discretion, and the ability to balance employee experience, compliance, and business needs.

Key Responsibilities: Employee Relations & InvestigationsServe as a primary HR resource for employee relations concerns, including workplace conflict, conduct, performance, attendance, policy violations, and complaints. Conduct timely, thorough, and objective workplace investigations involving matters such as harassment, discrimination, retaliation, workplace conduct, and other policy concerns. Conduct and document interviews with employees, managers, and witnesses. Assess investigation findings and partner with HR leadership to recommend appropriate next steps. Prepare clear, factual, and well-organized investigation summaries and supporting documentation. Maintain confidentiality and professionally manage highly sensitive employee information. Performance Management & Corrective ActionCoach leaders on employee performance concerns, accountability, attendance, conduct, and workplace expectations. Guide leaders through coaching conversations, written corrective actions, performance improvement plans, and other performance management processes. Review corrective action documentation to ensure concerns, expectations, and required improvements are clearly and appropriately documented. Partner with leaders to determine appropriate and consistent corrective action based on the circumstances, company policy, prior practices, and applicable employment requirements. Support employee separations and other sensitive employment decisions in partnership with HR leadership. Promote timely intervention and documentation rather than allowing employee concerns to remain unresolved. Leader Consultation & HR PartnershipServe as a trusted advisor to operational and functional leaders on employee relations matters. Help leaders assess employee situations objectively and determine practical, compliant solutions. Provide guidance on company policies, workplace expectations, employee communication, and HR best practices. Coach leaders on effectively delivering difficult messages, setting expectations, and documenting employee conversations. Build collaborative relationships with employees and leaders at all levels of the organization. Partner closely with HR, Talent Acquisition, Onboarding, Payroll, Compliance, Operations, and other internal teams when employee matters cross functional areas. Policy, Compliance & Risk ManagementInterpret and consistently apply company policies and procedures. Maintain working knowledge of federal, state, and local employment laws applicable to the employee populations supported. Partner with HR leadership on higher-risk employee relations matters and elevate concerns when appropriate. Identi