Job Summary:

The Employee Relations Specialist will be responsible for investigating employee relations in a manner that is effective, empathetic, neutral, fair and in support of RAC’s values of Honesty, Fairness and Respect.

Under the direction of the Employee Relations Business Partner and close collaboration with the Human Resources Business Partner for the district, the Employee Relations Specialist will support initiatives that are aligned with RAC’s “People Come First” philosophy, ensuring employees’ concerns are addressed timely and appropriately. The Employee Relations Specialist will conduct interviews and investigations and consult with the Employee Relations Business Partner to drive employee complaints to closure in timely manner while leveraging best resolution practices and referencing the company’s Disciplinary Corrective Action Guidelines to ensure fairness, consistency and help mitigate risk, while maintaining proper documentation and timely follow-up.

The Employee Relations Specialist will develop and foster productive relationships with the HR and Operations teams at all levels and will act as an advisor and compliance trainer for the district. In addition, the Employee Relations Specialist will identify training needs, areas of opportunity, recommend and help coordinate training to minimize legal exposure and ensure all employees have the knowledge to prevent/mitigate legal conflicts at the field.

The Employee Relations Specialist must have knowledge in CA and federal employment law, ALRA, Union Environment, DOL, FMLA/CFRA Mandated Leaves, ADA/FEHA, and Wage Order 14.

Job Contributions and Key Responsibilities:

Employee Relations

• Conducts effective and timely internal investigations, of varied levels of complexity and risk exposure, in response to complaints/concerns submitted by field employees. Investigations should reflect investigation best practices, Company’s values, and should adhere to legal and policy requirements.
• Conducts effective and thorough in person field and phone interviews with complainant, alleged wrongdoer and witnesses. Will follow up on any information requiring fact-finding and verification to ensure that a thorough, fair and consistent investigation is completed.
• Analyzes and evaluates supporting evidence, statements and supportive evidence to prepare investigation reports and resolution letters. Will present resolution recommendation and disciplinary corrective actions to the ERBP or District HRBP for approval.
• Leads situations involving reasonable suspicion of substance abuse to ensure that the company’s testing and documentation protocols are followed.
• Provides consultative recommendations to supervisors and Production Leaders and evaluates evidence in cases of disciplinary action; develops additional supportive evidence, background information, and documentation; and will recommend appropriate disciplinary corrective action based on the company’s Disciplinary Corrective Action Guidelines to ensure consistency and fairness.
• Reviews and logs issued corrective disciplinary documentation to ensure the documentation is clear and in alignment with the company’s Disciplinary Corrective Action Guidelines. Provides guidance and feedback to Supervisors on proper corrective action documentation.
• Provide complainants with a timely resolution that is fair, neutral and demonstrates the employee’s concern was seriously considered and employee feels valued, heard and respected. Will coordinate and present resolution meeting with the complainant.
• Will advise supervisors on how to effectively work with employees, especially in difficult situations. Coaches, guides and empowers field Supervisors and employees on preventive/proactive ways to address various issues including

o Policy interpretation o Policy violations o Performance management o Leaves of absence o Reasonable accommodations

Prevention Strategies

• Helps identify employee’s complaints trends by analyzing data and helps in creating an action plan to address culture issues
• Utilizes high-level judgment and risk recognition skills to appropriately identify potential areas of risk and report to ERBP.
• Protects highly confidential and sensitive information with the appropriate level of discretion.
• Makes recommendations on the revision or updates of company policies/procedures to support continued enhancement of work environment.
• Attends seminars, workshops, training sessions and other educational opportunities to stay current on legal requirements and HR best practices.

Training

• Identifies areas of training opportunities at the field level and report to ERBP.
• Assists in the development of training programs designed to educate supervisors in the areas of Wage and Hour, ALRA, Union.
• Helps in coordination, tracking and organization of compliance and required annual mandatory trainings for the district.
• Develops and facilitates monthly crew leader trainings in both virtual and in person settings

Other duties assigned

Knowledge, Skills and abilities

Knowledge

• Knowledge of state and federal labor laws as they apply to agriculture
• Knowledge and experience of the farming industry and issues preferred.

Skills

• Empathy – Understands others perspectives and can clearly re-state them. Works through conflict effectively and positively.
• Consistently exhibits high level of discretion, integrity and confidentiality.
• Project Management – effectively manage multiple projects/cases with competing priorities and changing expectations.
• Proactive – Anticipates needs and acts to fulfill them.
• Interpersonal skills – Has ability to relate to others and build strong professional relationships and can coach employees and supervisors through complex, legally risky, difficult and emotional issues.
• Passion – Intense emotion and personal commitment toward accomplishing goals.
• Teamwork and Collaboration – Actively participates in and supports a collaborative team environment.
• Creative – Maintains an entrepreneurial spirit that breaks down barriers to promote new and creative ways to meet goals.
• Optimism – Is resilient and sees opportunities in setbacks.
• Integrity- acts according to company’s values, legal requirements and based on investigation findings.
• Excellent communication skills including written, verbal, listening, and presentation skills with ability to express thoughts in a clear and concise manner.
• Proficient using standard office software such as Word, PowerPoint, Excel, Outlook.
• Attention to detail as investigations will need to be meticulously and thoroughly investigated.
• Diverse cultural orientation and working experience preferred.
• Must demonstrate good judgment and mature business skills with the ability to establish a strong rapport with management
• Ability to build strong partnerships and work closely with line managers, senior leadership and HR colleagues.
• Must demonstrate outstanding stewardship and relationship building/management skills to expand the mission of Reiter Affiliated Companies

Education Level:

• Bachelor’s Degree in Human Resources, Business or related field

Field of Education

• Human Resources

Years of experience

• Minimum 3 years’ experience in Human Resources with experience in Employee Relations Investigations and knowledge of state and federal labor laws required.

Licenses:

• Valid Driver’s license and ability to be insured under the company insurance.

Languages

• English
• Spanish

Necessary Software

• Microsoft Office Suite

Travel Requirements

• Ability to travel up to 60 percent of the time in local district (to include field visits) using company car.