DUTIES AND RESPONSIBILITIES • Monitors mailbox and direct line of Employee Relations. • Input all disciplinary actions and grievances in the HRIS database. • Document all cases and creates reports. • Prepare and submit responses to requests for information regarding unemployment claims. Follow-up with managers/supervisors to obtain required information in order to prepare response to claims. Provide additional employment information and documentation to third-party administrator as required. Maintain spreadsheet of all unemployment claims, track, update, and provide reports on a monthly basis. • Assists with investigations and interviews with employees concerning employment issues/complaints. • Participates in investigations and responds to complaints of alleged harassment, discrimination and Title VII, ADA, ADEA or Equal Pay Act complaints filed with various state and federal agencies as necessary. • Prepares investigative documentation, including interview notes and summary of findings. • Reviews and responds to performance management and corrective action documents. • Educates management on Employee Relation processes and procedures. • Contributes to the strategy development for Employee Relations and EEO issues/concerns. • Provides solutions and advises on employee relations strategies and risks including, but not limited to employee terminations, adverse impact, employee engagement, conflict resolution, and investigatory techniques. • Conducts training on ER related topics (professional conduct, handling performance issues, EEO highlights, policies and pitfalls, etc.) • Monitors & Investigates all incidents reported to employee relations. • Resolves employee conflicts/complaints. • Investigates complaints, prepares findings and resolutions for review by the Human Resources Director and the appropriate members of management. • Gathers data to ensure compliance with requests. • Researches relevant issues in order to provide suggestions and solutions. • Works with directors, supervisors and employees on employee relations issues. • Assist with implementing and updating HR program policies and procedures. • Assists the Directors and supervisors in developing a plan to addressing deficits through progressive discipline where necessary. • Ensure compliance with all state and federal regulations & laws. • Reviews specific infractions of Agency Policy or Code of Conduct and determines, with the consultation of the HR Director and appropriate upper management staff and takes appropriate action. • Gather and assemble all investigatory statements, employee files, evidence as needed relative to any allegation of employee misconduct or into areas of any alleged discriminatory, harassing or hostile behavior experience by an employee. • Maintain cordial and professional work relationships as well as build effective relationships and partnerships with all levels of management and staff. • Performs other related duties as required and assigned