Employee Relations Specialist

The Employee Relations Specialist for the Employee Relations group is responsible for investigating and resolving employee relations that are in their region. This includes ownership and management of ER cases from intake to remediation and follow-up as necessary. ER cases include minor to medium complaints and conflicts in the workplace. The ER Specialist will lead the administration of ADA accommodations and attendance management cases, exercising independent judgment to evaluate risk, ensure legal compliance, and deliver employee-centered solutions that support both operational needs and organizational objectives. The ER Specialist seeks to improve the employee experience while assessing and decreasing the risk to the company. 

RESPONSIBILITIES

1. EMPLOYEE/INDUSTRIAL RELATIONS

• Manage attendance and leave-related employee relations matters, including reviewing attendance trends, conducting case assessments, counseling employees and managers on attendance expectations, ensuring consistent application of company policies, and partnering with leadership to address performance and attendance concerns.
• Manage minor to medium ER cases to resolution independently but with oversight by ER management, respective HR Business partners, legal counsel, and other stakeholders. Minor to medium complexity of ER cases may include limited risk factors to the organization. ER Specialist need to be able to identify the risk factors in ER cases and will follow the direction of their manager or more experienced ER staff for the strategy and resolution of the case. These cases may include the Corrective Action, Progressive Discipline, minor investigations, and other minor ER cases
• Facilitate terminations including termination letters, termination meetings, and related documentation
• Evaluate situations or data that require knowledge of company process and policies
• Influence and gain buy-in from managers in sensitive situations, while building the relationship
• Participate in program development and facilitate training on ER services with the Learning department, i.e., accommodations, corrective action
• Partner with manager and internal and external employment law counsel as appropriate, including modifying case responses and/or ensuring stakeholders are advised of recommendations to achieve business objectives while minimizing risk
• Work collaboratively to ensure consistent application and interpretation of company policies and contracts
• In Unionized / Works Council environments, facilitates resolution of minor labor grievances, disputes, employee issues and concerns. Work may be directed by an Industrial Relations or Works Council Manager at certain locations
• Interacts with employees, the designated union representatives and/or Works Council to build positive rapport and foster a collegial and collaborative working environment

2. MEDICAL ACCOMMODATIONS

·       Manage accommodation process under the Americans with Disabilities Act (ADA), including intake of requests, collection and review of supporting medical documentation, coordination of the interactive process, assessment of reasonable accommodations, partnership with managers and stakeholders, and ensuring compliance with applicable federal, state, and local regulations.

• Serve as the primary ER point of contact for employee accommodation requests, maintaining accurate documentation, communicating with employees and leaders throughout the process, monitoring accommodation effectiveness, and facilitating timely resolution of complex or sensitive cases.

·       Advocate for the employee and work toward balancing our CSL Values to find solutions

·       Document and record determination of approved or denied medical accommodation in appropriate system

3. CORRECTIVE ACTION

·       Educate business leaders on corrective action and potentially annual review processes including SMART objectives. Emphasize to leaders the importance of early intervention and provide ongoing coaching and feedback

• Advise management on appropriate resolution of employee behavior and performance issues. Support managers in the development and review of corrective action, including performance improvement plans

·       Consult with managers on driving a culture of high performance and engagement at CSL

·       Document and record employee actions in appropriate system

4. SPECIAL PROJECTS/ADMINISTRATION

·       Complete special HR/ER related projects by delivering against project objectives on time and as directed by lead

·       Performs other duties as assigned or as may be necessary

·       Record