Employee Relations Specialist

Job Title: Employee Relations Specialist

Department: Human Resources

Location: Columbus, OH

Reports To:  Vice President, Human Resources

About Amplix 
 Amplix is a leading technology advisory firm that helps organizations accelerate business transformation through innovative technology. With 3,500 customers nationwide, we deliver increased speed to value and reduced risk across the full IT ecosystem — from CX, IT infrastructure, cloud, and security to mobility and beyond. Through thousands of advisory engagements, we’ve influenced and optimized hundreds of millions of dollars in IT spend, helping clients build flexible, scalable, and resilient technology solutions that give them a strategic advantage.
 
 Joining Amplix means becoming part of a team that’s shaping the future of IT advisory. Here, you’ll have the opportunity to make an impact at scale, grow your career, and be part of a company that values your individual goals as much as our collective mission.

Headquartered in Norwood, MA, with offices and remote employees across the country, Amplix is a national company with a close-knit culture. Our people share a common set of values and a passion for helping clients, partners, and each other succeed.

• Create exceptional experiences with every interaction


• Exemplify integrity, accountability & appreciation


• Improve lives of employees & customers


• Teamwork leads to greatness


• Evolve & innovate 

 Job Summary:

We are building an employee relations function that employees trust, managers rely on, and the organization can confidently stand behind—and this role is central to making that vision real.

We’re seeking an Employee Relations Specialist who can serve as a credible, compassionate, and solution-oriented partner to both employees and leaders. This frontline role requires sound judgment, composure under pressure, and the ability to navigate complex, sensitive issues with professionalism and clarity.

In this position, you’ll work closely with an hourly workforce and oversee the full spectrum of employee relations activities, which could include investigations, coaching managers, facilitating difficult conversations, and supporting progressive discipline processes. Experience in fast‑paced, high‑stakes environments, such as healthcare, manufacturing, distribution, or unionized settings, is strongly preferred.

The ideal candidate brings a balanced, objective perspective; communicates with candor and respect; and understands that accountability and dignity must coexist. This role is designed for someone who remains steady when situations are challenging, whether upholding a discipline decision, delivering difficult messages, or bringing uncomfortable truths to leadership, because doing what’s right matters more than taking the easy path.

 
Key Responsibilities: 

This role operates in a fast-moving environment where ambiguity is the norm and situations will rarely arrive fully formed. The Employee Relations Specialist must be comfortable with urgency and committed to doing the hard work of getting it right. 

This role requires:

• Ability and willingness to work on‑site 3–5 days per week, partnering closely with both in‑office colleagues and remote team members to support an hourly workforce effectively. Employee relations work requires meaningful in‑person presence, visibility, and engagement. 


• Strong capacity to manage a high‑volume caseload while maintaining consistency, quality, and a professional, composed demeanor across every individual matter. 


• Resilience and steady judgment when dealing with conflict while staying focused on facts, fairness, and organizational standards. 


• A deep commitment to equity, applying policies and expectations consistently regardless of an employee’s role, tenure, popularity, or the identity of the leader involved.

 Employee Relations & Investigations

• Serve as the primary point of contact for employee concerns and workplace issues, especially within hourly and frontline teams. 


• Conduct timely, fair, and well‑documented investigations into concerns such as misconduct, harassment, discrimination, retaliation, and attendance issues. 


• Recommend appropriate follow‑up actions based on facts, policy, and legal considerations. 


• Use working knowledge of employment laws (FLSA, FMLA, ADA, Title VII, etc.) to provide practical, easy‑to-understand guidance. 

Progressive Discipline & Performance Management

• Lead the progressive discipline process with a focus on consistency, clear communication, and respectful treatment. 


• Prepare well‑written disciplinary notices and partner with managers on next steps. 


• Develop and track Performance Improvement Plans (PIPs) with measurable objectives and regular check‑ins. 


• Support pre‑disciplinary and pre‑termination reviews to ensure decisions are fair, documented, and aligned with policy. 


• Maintain accurate, organized records of all performance‑related actions. 

Manager Coaching & Support

• Coach frontline supervisors and managers — many new to people leadership — on how to handle performance, conduct, and attendance issues confidently and respectfully. 


• Provide guidance on documentation, feedback conversations, PIP management, and making well‑supported employment decisions. 


• Offer real‑time support when situations escalate or when managers need immediate advice. 


• Identify patterns or training needs across teams and suggest improvements. 

Policy, Compliance & Continuous Improvement

• Apply HR policies consistently and recommend updates that reflect legal requirements and operational needs. 


• Partner with HR leadership and Legal on higher‑risk matters when needed. 


• Track key employee relations metrics (case trends, time to resolution, disciplinary patterns) and share insights with HR leadership. 


• Support creation or delivery of manager training on topics like documentation, discipline, and effective people management. 

Qualifications: 

• Bachelor’s degree or equivalent


• Prior HR experience with at least 3–5 years of direct employee relations experience; must include hands-on administration of progressive discipline, investigations, and PIPs — not merely HR generalist exposure to these processes. 


• Demonstrated experience working with an hourly or non-exempt workforce in a high-volume, operationally intense environment (healthcare, manufacturing, distribution, hospitality, public sector, or similar). 


• Working knowledge of federal and applicable state employment law; ability to apply legal concepts to practical situations without defaulting to legal counsel on every question. 


• Exceptional written communication skills; ability to produce disciplinary documentation, investigation reports, and correspondence that are factually precise, appropriately direct, and legally defensible. 


• Strong oral communication and active listening skills; comfortable conducting sensitive interviews with employees who may be defensive, distressed, or adversarial. 


• High degree of discretion, integrity, and professional judgment; capable of handling confidential matters without creating organizational risk. 


• Proficiency with HRIS platforms (ADP Workforce Now, Workday, UKG, or equivalent) for documentation and case management. 

Preferred but not required:

• Healthcare, acute care, or clinical operations background — particularly experience navigating employee relations in Joint Commission-regulated or CMS-compliant settings. 


• Other general HR and/or Payroll experience. 


• PHR, SPHR, SHRM-CP, or SHRM-SCP certification. 


• Experience supporting or leading formal HR investigations that will hold up to legal scrutiny. 

Compensation

The compensation range for this position is $65,000-85,000 USD. The target hiring range for this role may vary based on geographic location and other factors, including merit or performance, demonstrated proficiency, skills for the role, education, travel requirements, and experience. The posted range reflects our ability to hire at different titles and levels depending on background and experience. The company reserves the right to offer additional compensation at its discretion, for example, in the form of a discretionary bonus or sales commission. 

Amplix does not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, disability, or any other class protected by federal, state, or local law.