Human Resources Specialist II -Employee Relations

Job Code: HRGEN-121
Revision Date: March 25, 2025

Starting Salary: $30.29 hourly; $62,993 annually

FLSA: Exempt

Overview

We are an agency committed to innovative behavioral health services in trauma-informed care that promote healing and recovery to instill a sense of empowerment and foster a lifelong sense of resilience.

General Description

The purpose of this job is to perform activities related to employee relations, performance management, leaves of absence, employee separations and other human resources activities as assigned. Assists with onboarding new employees and New Employee Orientation (NEO) as required. Works as a back-up and Lead cross trainer to other HR Specialists I and HR Specialist II, as needed.

This class works under general supervision, independently developing work methods and sequences.

Duties and Responsibilities

The functions listed below are those that represent the majority of the time spent working in this position. Management may assign additional functions related to the type of work of the position as necessary.

• Provides advice regarding a variety of employee relations situations. Reviews related documentation and conducts investigations as needed to help reach a reasonable resolution.
• Escalates matters involving potential high organizational risk and liability to Chief of Human Resources, and Legal Counsel for resolution.
• Participates in preparing and providing documentation in response to Equal Employment Opportunity Commission (EEOC) charges and other employment legal actions and inquiries
• Administers annual performance management program in alignment with company policy. Ensures performance evaluations are completed within established deadlines.
• Provides guidance to management on performance deficiencies and assists with developing performance improvement plans.
• Informs employees of the leave of absence policy and process and the documents required for review and approval
• Administers and tracks leaves of absence ensuring compliance with organizational policy and Federal and State laws
• Oversees and coordinates employee off boarding/separation process to include, but not limited to, benefits transition, company property return, exit interviews, and unemployment claims processing
• Responds to calls/emails/walk-in employees' inquiries, gathers applicable facts to determine resolutions and recommends appropriate action.
• Provides statistical summaries and reports.
• Delivers training on various HR subjects and coordinates training activities using external resources. Updates system information regarding classes, attendees, evaluation documentation, etc.
• Runs routine reports, prepares correspondence, and updates systems files.
• Maintains records, files and reports as applicable in specialty area.
• Develops and conducts presentations, creates informational materials, evaluates programs and recommending changes as needed.
• Administers Employee/Supervisor trainings as needed
• Demonstrates knowledge in all HR specialties
• Fills in for HR Specialties as needed.
• Is proficient in Workers Compensation rules and regulations and can administer the company program in conjunction with Employee Health & Benefits.
• Performs other duties as assigned by Chief of Human Resources

Minimum Education and Experience Requirements

Requires a Bachelor's Degree in Human Resources, Business or Political Administration or related major supplemented by two (2) years of experience in human resources, benefits administration, insurance or closely related field; or possession of any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities.

Experience with trauma-informed services; cognitive behavioral therapies, including Dialectical Behavioral Therapy (DBT); and motivational therapies including the use of incentives, preferred.

Required Knowledge and Abilities

Knowledge of trauma-informed theories, principals, and practices (includes multi-faceted understanding of concepts such as community trauma, intergenerational and historical trauma, parallel processes, and universal precautions), preferred.

Physical Demands

Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations.

Unavoidable Hazards (Work Environment)

• Involves routine and frequent exposure to:
• Bright/dim light; Dusts and pollen.
• Extreme heat and/or cold; Wet or humid conditions.
• Extreme noise levels, Animals/wildlife.
• Vibration; Fumes and/or noxious odors.
• Traffic; Moving machinery.
• Electrical shock; Heights.
• Radiation; Disease/pathogens.
• Toxic/caustic chemicals; Explosives; Violence.
• Other extreme hazards not listed above.

Special Certifications and Licenses

• Must have or acquire certification in one of the following programs within one year of employment: HRCI or SHRM
• Must possess and maintain a valid state Driver's License with an acceptable driving record.
• Must be able to pass a TB, criminal background and drug screen.

Americans with Disabilities Act Compliance (ADA)

Emergence Health Network is an Equal Opportunity Employer. ADA requires Emergence Health Network to provide reasonable accommodations to qualified persons with disabilities. Prospective and current employees are encouraged to discuss ADA accommodations with management.

Other Job Characteristics

• Staffing requirements, including criteria that staff have diverse disciplinary backgrounds, have necessary State required license and accreditation, and are culturally and linguistically trained to serve the needs of the clinic's patient population.
• Credentialed, certified, and licensed professionals with adequate training in person-centered, family centered, trauma informed, culturally-competent and recovery-oriented care.
• Responsible for adhering to the EHN common purpose and service framework to continuously provide exceptional care to all constituents.

Note: This Class Description does not constitute an employment agreement between the Emergence Health Network and an employee and is subject to change by the Emergence Health Network as its needs change.