Employee Relations Specialist

LifeCenter Northwest • Bellevue, WA

9d • Onsite

About The Position

The Employee Relations Specialist is responsible for promoting and fostering a positive employer-employee relationship and work environment by partnering with leaders and working directly with employees to resolve issues and provide guidance on employee policies and practices. The Employee Relations Specialist will build strong partnerships with leaders to advise and consult on managing disciplinary matters, including performance management, while ensuring fair treatment and compliance with company policies and employment laws. The Employee Relations Specialist conducts investigations and resolves employee complaints, grievances, and conflicts. The Employee Relations Specialist works collaboratively across the People Resource (PR) team to develop and implement policies, practices and strategies, and trainings that uphold the organizational values and help to foster a culture of inclusivity that supports the overall mission of LifeCenter Northwest. ESSENTIAL JOB FUNCTIONS Performance Management Provides consult and guidance to leaders on LifeCenter’s Continuous Performance Management (CBP) philosophy and model. Manages and trains leadership on tools, practices and the escalation process associated with performance management, to ensure consistency, compliance and effectiveness across teams. Leads the performance management process and discussions with leadership and supports leader delivery of Performance Improvement Plans and documentation, while ensuring legal compliance and alignment with best practices. Provides consultative support to leaders including coaching on how to deliver feedback and best practices, contributing to increased leader confidence, employee engagement and early intervention in performance issues. Partners closely with managers through the Performance Improvement Plan process, to resolution, ensuring timely follow-up and proactive management of the process, mitigating risk and supporting fair and objective outcomes. Develops, maintains, and continuously improves performance management programs, tools, templates, and leader resources to support consistent application and ease of use across the organization. Manages and oversees the 90-Day Review program, ensuring consistent administration, timely completion, and meaningful feedback to support new hire integration and early-stage performance alignment. Employee Relations Fields employee complaints and grievances and provides support for employees with concerns; follows up as necessary, ensuring timely resolution, confidentiality and consistent application of organizational policies. Provides consultative support to leaders including coaching, conflict resolution support and best practices, promoting a fair and positive work environment while minimizing risk. Manages and resolves complex employee relations issues and conflicts, balancing employee advocacy with organizational practices and legal compliance. Conducts thorough and objective investigations when needed, including documentation and recommendations, in accordance with legal standards and internal protocols In collaboration with PR Director, identifies when to obtain legal or external support, ensuring the appropriate handling of high-risk and highly sensitive matters. Manages the employee end of employment and exit interview processes, analyzing data for themes that inform retention strategies and culture improvement. Tracks trends and feedback and identifies areas where dissatisfaction/attrition could cause organizational risk, leveraging insights to recommend proactive initiatives and policy adjustments. Provides real-time insight to leadership, PRO team, and PR Director as applicable to collaborate to address concerns, strengthen communication channels and contributing to continuous workplace improvement. Develops and refines employee relations policies, processes, and training materials to ensure clarity, fairness, and alignment with employment law and organizational values. General Responsibilities Build trusted and consultative relationships with leaders, cross-functional partners, staff at all levels and PR team members. Identify leadership development and coaching opportunities and partner with PR and Learning & Development team to develop approaches as applicable. Participate in the development, enhancements and roll out of people related programs, processes, and policies in alignment with business goals and objectives. Partners with the PRO Team to review compliance with federal and applicable state regulations, monitors Donation Service Area (DSA) regulatory agencies for updates impactful to the organization. Partner closely with PRO team to create, deliver and implement process improvements, policies, procedures, and various other PRO initiatives. May take the lead on projects and initiatives as needed. Maintains a scalable and functional process for documentation and recordkeeping surrounding performance management and employee relations. Partners with the PRO team to respond to state Unemployment Insurance claims. Supervision This position has no formal supervisory responsibilities. This position serves as an advisor and consultant for the organization and coach and mentor for other positions in the department. Other Responsibilities: Participates in, and may lead, employee committees and events. Complies with applicable laws, regulations, and LifeCenter policies and procedures.

Requirements

• 5+ years of demonstrated work experience as an Employee Relations Manager/Specialist, HR Business Partner or similar role.
• Bachelor's degree in Human Resources or related field. Relevant work experience can be considered and substituted for academic requirements.
• Progressive experience with managing employee complaints and conducting thorough and impartial investigations, performance management process and discussions, and providing advice and consult to leaders and employees regarding employment policies and practices.
• Proof of COVID-19 vaccination or applicable medical or religious exemption will be required as a condition of employment upon offer.
• In depth knowledge of state and federal employment laws and regulations.
• Strong understanding of HR policies, procedures, and employment practices.
• Expert knowledge in practices related to employee conduct, performance and conflict resolution.
• Strong organizational and time management skills to handle multiple cases and prioritize work effectively.
• Excellent problem-solving and decision-making skills to analyze complex employee relations issues and recommend appropriate actions.
• Excellent relationship building, communication and interpersonal skills, i.e., diplomacy, consideration, sensitivity, confidentiality, and the ability to collaborate with employees at all levels.
• Proven expertise in building and maintaining business partnerships through collaboration and consulting.
• Ability to work independently and collaboratively in a team environment.
• Ability to maintain confidentiality and handle sensitive employee information with professionalism.
• Ability to work in a fast paced, constantly changing and sometimes ambiguous environment.
• Strong working skills in Outlook, Word, Excel, MS Project, Power Point, and other comparable software programs.
• Experience working with an HRIS/PRIS system

Nice To Haves

• PHR/SPHR designation, SHRM-CP or equivalent preferred

Responsibilities

• Performance Management Provides consult and guidance to leaders on LifeCenter’s Continuous Performance Management (CBP) philosophy and model.
• Manages and trains leadership on tools, practices and the escalation process associated with performance management, to ensure consistency, compliance and effectiveness across teams.
• Leads the performance management process and discussions with leadership and supports leader delivery of Performance Improvement Plans and documentation, while ensuring legal compliance and alignment with best practices.
• Provides consultative support to leaders including coaching on how to deliver feedback and best practices, contributing to increased leader confidence, employee engagement and early intervention in performance issues.
• Partners closely with managers through the Performance Improvement Plan process, to resolution, ensuring timely follow-up and proactive management of the process, mitigating risk and supporting fair and objective outcomes.
• Develops, maintains, and continuously improves performance management programs, tools, templates, and leader resources to support consistent application and ease of use across the organization.
• Manages and oversees the 90-Day Review program, ensuring consistent administration, timely completion, and meaningful feedback to support new hire integration and early-stage performance alignment.
• Employee Relations Fields employee complaints and grievances and provides support for employees with concerns; follows up as necessary, ensuring timely resolution, confidentiality and consistent application of organizational policies.
• Provides consultative support to leaders including coaching, conflict resolution support and best practices, promoting a fair and positive work environment while minimizing risk.
• Manages and resolves complex employee relations issues and conflicts, balancing employee advocacy with organizational practices and legal compliance.
• Conducts thorough and objective investigations when needed, including documentation and recommendations, in accordance with legal standards and internal protocols In collaboration with PR Director, identifies when to obtain legal or external support, ensuring the appropriate handling of high-risk and highly sensitive matters.
• Manages the employee end of employment and exit interview processes, analyzing data for themes that inform retention strategies and culture improvement.
• Tracks trends and feedback and identifies areas where dissatisfaction/attrition could cause organizational risk, leveraging insights to recommend proactive initiatives and policy adjustments.
• Provides real-time insight to leadership, PRO team, and PR Director as applicable to collaborate to address concerns, strengthen communication channels and contributing to continuous workplace improvement.
• Develops and refines employee relations policies, processes, and training materials to ensure clarity, fairness, and alignment with employment law and organizational values.
• General Responsibilities Build trusted and consultative relationships with leaders, cross-functional partners, staff at all levels and PR team members.
• Identify leadership development and coaching opportunities and partner with PR and Learning & Development team to develop approaches as applicable.
• Participate in the development, enhancements and roll out of people related programs, processes, and policies in alignment with business goals and objectives.
• Partners with the PRO Team to review compliance with federal and applicable state regulations, monitors Donation Service Area (DSA) regulatory agencies for updates impactful to the organization.
• Partner closely with PRO team to create, deliver and implement process improvements, policies, procedures, and various other PRO initiatives.
• May take the lead on projects and initiatives as needed.
• Maintains a scalable and functional process for documentation and recordkeeping surrounding performance management and employee relations.
• Partners with the PRO team to respond to state Unemployment Insurance claims.
• Participates in, and may lead, employee committees and events.
• Complies with applicable laws, regulations, and LifeCenter policies and procedures.

Benefits

• LifeCenter Northwest offers medical, dental, vision, basic life insurance, accidental death & dismemberment insurance, long-term disability insurance, and travel accident insurance.
• Employees have the option of enrolling in the following supplemental or voluntary plans: life insurance, short-term disability, accident insurance, hospital indemnity, critical illness coverage and pet insurance.
• Employees enrolled in our 403(b) program will receive an employer match of up to 7% after one year, employees are auto enrolled at 3% and may change their enrollment at any time.
• LifeCenter encourages all employees to find balance and well-being and provides all employees access to an Employee Assistance Program (EAP) and provides a quarterly Wellness Reimbursement.
• Employees enjoy paid holidays throughout the calendar year and earn 119 hours of PTO annually (to start) as well as Health Time Off hours that is earned 1 hour per 30 worked, paid living donor leave, two weeks paid jury duty leave after 6 months of service, and three weeks of paid parental leave after one year of service is complete.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level