Employee Relations Specialist II

Summary

The incumbent serves as an internal advisor/consultant to designated operating units on Employee Relations matters. The incumbent also assists the Employee Relations Manager in developing, implementing and overseeing the Company’s Employee Relations strategies. Specific responsibilities include: investigating and documenting allegations of discrimination, harassment, retaliation and other violations of Company policy; drafting and cataloging disciplinary documents; providing guidance and counsel to management regarding issues pertaining to unlawful discrimination, sexual harassment, FMLA, ADA, and other employment laws as well as issues pertaining to Company policies and procedures;

and developing strong relationships with internal customers.

No

Combination of Education and Experience will be considered. Must be authorized to work in the US as defined by the Immigration Act of 1986. Must pass a Criminal Background Check.

Education: Bachelor’s Degree

Education Details: In Human Resources.

Years of

Experience:

Minimum four (4) years of experience in Human Resources with a minimum of three (3) year specialty in Employee Relations. Minimum four (4) years of experience in conducting and problem-solving internal investigations.

• Time Management – ability to prioritize tasks, completing high impact items first, and be able to carefully monitor potential and ongoing issues. Level II must also be able to effectively categorize, multi‑task, prioritize concerns and make recommendations to resolve issues.
• Relationships and Communications – ability to interact with internal and external business partners. Level II interacts with all employees, Managers, and Directors. This role must establish effective and professional communication with employees and business partners about issues that impact their work.
• Problem Solving – ability to analyze factors that contribute to situations, make recommendations, and implement action plan. Level II must be able to proactively assess and implement a resolution for moderate issues.
• Autonomy – ability to make own choices on tasks and responsibilities, and shows ability to make the best decisions within authority of the department to ensure the work is successfully completed. Level II must possess independent judgment, discretion, and make recommendations to resolve more complex issues.
• Regulatory – ability to identify when a situation is out of compliance or is in direct violation of any laws, regulations, or Company policies. Level II must be able to proactively recognize and resolve situations that have been identified as violations to any Company policy, rules, or regulations when conducting internal investigations.
• Excellent interpersonal, verbal and written skills to effectively communicate in a variety of settings across all organizational levels.
• Strong customer service skills with an emphasis on serving internal corporate customers.
• Ability to handle sensitive and confidential information with professionalism and integrity.
• Superior problem solving and conflict resolution abilities, solid judgment, and influencing skills.
• High level of initiative and attention to detail.
• Strong multi‑tasking skills and ability to manage shifting priorities and workload requirements.
• Maintains an attitude and philosophy consistent with Allegiants standards.
• Promote productive liaisons between employees and management.
• Proficient with Microsoft Office Suite.
• Knowledge and experience with HRIS system, and Ultimate Software.
• PHR or SPHR certification is preferred.
• Experience or understanding of working with unions is a plus.
• Available to travel as needed.

• Level II - Demonstrates understanding and support of the People Services Culture by embodying it in almost all interactions, even in tough times, with internal and external customers.
• Support the Employee Relations Manager with investigations, conflict resolution, and training on Company policies and procedure.
• Coordinate and conduct internal investigations regarding employee issues and complaints, maintain a case log of investigations, and create investigatory…