HR Operations Leader

The HR Operations Leader is responsible for leading the day-to-day employee relations and HR operational activities of the organization. This role serves as a primary resource for leaders and employees regarding workplace concerns, performance management, corrective action, policy interpretation, conflict resolution, leave and accommodation coordination, and other employee-related matters.

• Serve as a primary HR resource for day-to-day employee relations matters.
• Provide guidance to managers regarding employee concerns, workplace conduct, attendance, communication, conflict, performance, and application of HR policies.
• Conduct and coordinate employee relations reviews and workplace investigations involving complaints, policy concerns, conduct, and other workplace matters.
• Interview employees and leaders, review relevant documentation, evaluate information, and document findings and recommended next steps.
• Facilitate conflict resolution and help leaders address workplace concerns before they escalate.
• Maintain appropriate documentation of employee relations matters and ensure sensitive information is handled confidentially.
• Identify recurring employee relations concerns and recommend opportunities for leadership intervention, training, or process improvement.
  

• Coach managers through performance concerns and determine appropriate HR interventions.
• Review and assist with the preparation of coaching documentation, written warnings, performance improvement plans, and other corrective actions.
• Promote consistent application of progressive discipline practices across departments.
• Help managers establish clear expectations, measurable improvement requirements, and appropriate follow-up.
• Provide guidance when performance or conduct concerns may result in separation from employment.
  

• Partner with appropriate HR team members to coordinate employee leave and workplace accommodation matters.
• Support the interactive accommodation process and communication among employees, leaders, and HR.
• Help managers understand work restrictions, leave arrangements, return-to-work expectations, and appropriate confidentiality boundaries.
• Recognize when employee concerns may involve protections under employment requirements and escalate appropriately.
• Coordinate with benefits, payroll, and other HR functions when employee situations affect pay, benefits, leave, or employment status.
  

• Interpret and apply organizational HR policies consistently.
• Assist with developing, reviewing, and updating HR policies, procedures, forms, and manager resources.
• Monitor employee relations practices for potential compliance concerns.
• Partner with HR leadership and legal counsel, when appropriate, on complex employee relations matters.
• Support compliance with applicable federal and state employment requirements.
• Maintain appropriate employee relations documentation and records.
  

• Provide leadership for the day-to-day delivery of HR services to employees and managers.
• Establish consistent processes for receiving, documenting, assigning, and resolving employee HR concerns.
• Monitor outstanding employee relations matters and ensure appropriate follow-up occurs.
• Partner with recruiting, benefits, payroll, and other HR functions to resolve employee issues that cross functional areas.
• Help establish service expectations and clear ownership within the HR team.
• Support employee onboarding, transfers, organizational changes, and separations when HR Operations involvement is appropriate.
  

• Review involuntary separation recommendations with management and HR leadership.
• Help ensure appropriate documentation and prior corrective action has been considered before separation decisions are finalized.
• Coordinate HR aspects of employee separations.
• Conduct or coordinate exit discussions as appropriate.
• Identify patterns in turnover, employee relations activity, and exit feedback that warrant leadership attention.
• Support organizational changes, restructuring, reporting changes, and other employee transitions.
  

• Perform additional duties as assigned

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred. Equivalent combination of relevant education and progressive HR experience may be considered.
• 7 years in progressive HR leadership roles - with primary focus in HR employee relations, compliance, and/or serving as an HR Business Partner
• Preferred certifications of either PHR, SPHR, SHRM-CP, or SHRM-SCP