Senior Employee Relations Specialist

Create a healthier, brighter future for pets, pet parents and people!

If you want to make a real difference, create an exciting career path, feel welcome to be your whole self and nurture your wellbeing, Petco is the place for you.

Our core values capture that spirit as we work to improve lives by doing what’s right for pets, people and our planet.

• We love all pets like our own
• We’re the future of the pet industry
• We’re here to improve lives
• We drive outstanding results together
• We’re welcome as we are

Petco is a category-defining health and wellness company focused on improving the lives of pets, pet parents and Petco partners. We are 29,000 strong and operate 1,500+ pet care centers in the U.S., Mexico and Puerto Rico, including 250+ Vetco Total Care hospitals, hundreds of preventive care clinics and eight distribution centers. We’re focused on purpose-driven work, and strongly believe what’s good for pets, people and our planet is good for Petco.

Essential Job Functions:

The partner must be able to perform all of the following duties and responsibilities with or without a reasonable accommodation:

• Answer and respond to inquiries from Petco associates, applicants, and external parties regarding employee relations issues. Provides guidance and recommendations for appropriate resolution while maintaining Petco’s best interest to eliminate and/or minimize risk, exposure, liability and costs.

• Review, discuss and make recommendations on more complex issues such as sexual harassment and discrimination allegations. Strategize with management and regional HR staff on investigation and resolution of these sensitive issues.

• Stays current on employment law as well as employment law trends. Proactively researches information and conducts analysis on current processes/policies and initiates steps to avoid/eliminate potential company exposure.

• Trains new field and NSC associate on employee relations, provides guidance on employee relation matters to ER staff, may review ER staff work and recommend changes, acts as the point of contact in the absence of the Director, Employee Relations.

• Leads response to agency (EEOC, DFEH, etc.) claims to include wage & hour, discrimination, wrongful terminations etc. Manages investigations of claims, conducts risk assessment of the facts collected, and prepares Petco’s response. Interacts with legal counsel representing current and former associates to exchange information, resolve issues and negotiate settlements.

• Manages the settlement of employee-related claims. Provides direction in determining the dollar value of a case based on the facts and merits presented and/or collected. Negotiates and or assists in the negotiations with the associate/agency/attorney as to the dollar amount both parties will agree to. Prepares settlement agreements for parties to sign.

• Conducts onsite investigations. Prepares questions, evaluates the information collection and makes recommendations to appropriate manager as to the resolution of the cases.

• Investigates high-profile employment related cases to include class actions. Assists in the collection of documents, evaluating data, preparing communication, conducting audits, and generating required reports for legal counsel.

• Effectively act as Case Manager with outside counsel to assure that counsel is handling matters in Petco’s best interest and ensuring costs are kept to a minimum.

• Develop, review, and update policy and procedures regarding employee relation issues. Communicate new/updated policies as needed.

• Interact with the Benefits and Risk Management Departments to communicate associate information concerning leaves of absences. Provides guidance on the laws pertaining to disabilities and makes recommendations as to continued employment for associates with Petco based on company policy, applicable laws and past practice.

• As needed, review and assist in writing Employee Performance Notices (EPN’s) for appropriate documentation and consistency in handling of disciplinary issues. Analyze content to follow up with manager or supervisor to recommend action, if necessary.

• Advise and assist managers in communicating disciplinary decisions up to and including separations.

• Review and analyze exit Interview feedback upon receipt. If contents warrant follow-up action (i.e. possible claim or litigation issue), notify Regional HR Director/Manager or District Manager to investigate and follow up. Summarize results by region and provide quarterly feedback to Regional HR Directors, VPOs and DOs.

• Possibly perform one or more of the following tasks on a periodic