Employee Relations Specialist

Responsibilities

• Act as a consultant for managers on issues related to team member performance, conflict resolution, and problem solving related to the management of team members.
• Follow fair and objective processes appropriate for team member concerns, including fact-finding and ensuring adherence to employee relations policies and practices; conduct investigations per Pella’s processes.
• Provide support, thought partnership, guidance, and coaching to all levels of people leaders.
• Follow expected documentation techniques and ensure maintenance of accurate, confidential records regarding all reported matters and fact-finding documentation.
• Maintain the highest level of integrity and confidentiality when managing employee relations issues and reported matters.
• Stay attuned to organizational and operational changes across the company to identify potential employee relations risks and raise awareness with managers.
• Provide guidance and assistance with the development and delivery of appropriate performance feedback or action plans, including corrective/disciplinary actions and performance improvement plans.
• Respond to and represent Pella Corporation as needed for unemployment claims.
• Based on the assigned work location, may also perform additional on-site HR responsibilities.
• Review and process religious accommodation requests.
• Provide guidance to local leadership on workplace threats and emergencies (violence, reasonable suspicion testing, conflicts, substance abuse, etc.).

• Bachelor's degree (BA/BS) in Human Resources, Business or related field and at least three years of related experience; or equivalent combination of education and experience.
• Must have demonstrated knowledge of employment law and HR practices.
• Proficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint) and comfortable with HRIS systems.
• PHR or SHRM-CP certification preferred but not needed.

• Performance Improvement Plans
• Fact-Finding Documentation
• Corrective Actions
• Investigative Techniques
• HR Policies and Practices

• Coaching
• Thought Partnership
• Guidance
• Integrity
• Confidentiality

• PHR
• SHRM-CP