Employee Relations Consultant, Associate

Summary:

The Associate Employee Relations Consultant provides intermediate-level support to the Employee Relations (ER) function by assisting with employee relations cases, conducting select investigations under guidance, supporting performance management processes, and ensuring compliance with HR policies and employment laws. This role requires applying sound judgment, escalating complex issues appropriately, and partnering with managers, senior ER team members, and employees to resolve ER matters. The Associate ER Consultant operates with growing independence while still receiving oversight from senior ER partners and is expected to exercise professional discretion as a member of the Human Resources team.

Essential Job Duties and Responsibilities:

Employee Relations Case Management & Support

• Serve as a primary point of contact for Tier 1 and select Tier 2 employee relations matters; provide timely guidance aligned with company policies and established ER practices.

• Conduct intake assessments and use judgement to determine appropriate routing or escalation for higher‑risk (Tier 3) issues.

• Independently manage lower‑complexity ER cases; partner with senior ER team members for moderate‑complexity issues.

• Provide coaching to managers on attendance, conduct, communication, and early performance concerns.

• Support performance management processes, including reviewing documentation for consistency and compliance, ensuring timelines are met, and advising on appropriate next steps under guidance.

• Conduct stay and exit interviews; analyze trends, prepare summaries, and escalate emerging issues to more senior ER partners.

Investigations Support

• Conduct fact-finding for low‑ to moderate‑complexity employee complaints (policy concerns, interpersonal conflict, attendance issues) with oversight.

• Assist senior ER team members with complex investigations by gathering documentation, interviewing witnesses, and drafting portions of investigation summaries.

• Ensure all investigation details are logged in the Case Management system accurately and timely.

Workday & Case Management Systems

• Review and process ER-related Workday transactions (coded terminations, rehire eligibility, job change auditing) with moderate independence.

• Analyze ER Data and prepare standard and ad-hoc reports from Workday and the case management system to support ER analytics, identify trends, highlight risks and provide leadership updates.

• Evaluate HRIS and HR Technology discrepancies, manage system correction tickets, and partner with cross-functional teams to ensure accurate, timely, and compliant resolution.

Compliance, Policy Interpretation & Reporting

• Provide interpretation of HR policies and basic employment law principles to managers and employees.

• Participate in routine compliance activities, including audits, handbook acknowledgment tracking, meal/rest break compliance (where applicable), and required training completion checks.

• Maintain secure, compliant ER documentation according to federal/state requirements and company policy.

Leave & Accommodation Support

• Support the interactive process by partnering with the Leave Management Team, employees, and managers to gather information, clarify restrictions, and facilitate next-step communication.

• Assist with evaluating and routing leave-related issues requiring ER involvement and escalating when necessary.

Risk, Business Continuity & Administrative Support

• Support ER-related activities during crisis response by logging employee outreach, maintaining tracking sheets, and coordinating follow-up contact.

• Evaluate and process standard international travel access requests, assess risk and policy implications, and escalate non-standard or risk-sensitive cases.

• Prepare and submit employer responses for routine UI claims by applying policy and employment law considerations; collect and analyze supporting documentation and escalate risk-sensitive cases as appropriate.

• Coordinate logistics and prepare documentation for unemployment hearings.

• Maintain UI tracking and assist with periodic reporting and analysis to identify trends, risks, and areas for escalation.

Other Job Duties and Responsibilities:

• Performs other related duties as assigned.

• Comply with all company policies and procedures.

• Maintain regular and punctual attendance.

Supervisory Responsibilities:

• This position is an individual contributor.

Qualifications:

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

Education and/or Experience:

• Bachelor’s degree in human resources, Business, or related field preferred; equivalent experience considered.

• 2–3 years of experience in HR, Employee Relations support, or related field (HR Generalist, HR Coordinator with ER exposure, etc.).

• Experience conducting employee conversations, coaching leaders, or handling HR inquiries required.

• Prior experience with HCM systems required; Workday experience preferred.

• Strong proficiency in Microsoft Office and web-based reporting tools.

Certificates, Licenses, Registrations:

• None required. Interest in PHR or SHRM‑CP certification a plus.

Work Complexity:

Addresses problems that are not immediately evident but typically not complex. Problems are typically within the immediate job area. Problems are typically solved through drawing from standard procedures and basic analysis.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is normally performed in a typical interior office work environment which does not subject the employee to any hazardous or unpleasant elements. The noise level in the work environment is usually moderate.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit and talk or hear. The employee is occasionally required to stand; walk; use hands to finger, handle, or feel; and reach with hands and arms. The employee must occasionally lift and/or move up to 25 pounds.

Equal Employment Opportunity:

The company is committed to providing equal employment opportunities to all employees and applicants without regard to race, ethnicity, color, sex, marital status, sexual orientation, gender identity or expression, pregnancy, religion, national origin, age (40 and over), disability, military status, genetic information, or any other basis protected by applicable federal, state, or local laws.

Americans with Disabilities Act:

Applicants as well as employees who are or become disabled must be able to satisfactorily perform the essential job functions of the position either with or without reasonable accommodation. Applicants as well as employees are encouraged to meet with Human Resources as the organization shall review reasonable accommodations on a case-by-case basis in accordance with applicable law.

Job Responsibilities:

The statements reflect the general duties and responsibilities considered necessary to perform the essential functions of the job and should not be considered as an all-inclusive list of all the work requirements of the position. The company may change the specific job duties with or without prior notice based on the needs of the organization.