An Employee Relations Specialist is responsible for leading/conducting timely, unbiased, thorough workplace investigations into allegations of employee misconduct or mistreatment.
The chosen candidate will be responsible for the investigative process, which includes: intake of complaints; preparing investigation plan(s) interviews; preparing witness identification, interview question development, conducting thorough, unbiased interviews of complainants, the accused, and witnesses; documenting all aspects of the investigation; analyzing evidence and making appropriate findings and conclusions; drafting thorough investigation reports with attachments (as applicable); maintaining all records pertaining to the investigation in compliance.
Work with management, supervision, and team members to resolve issues and conflicts. Recommend and/or deliver training on workplace harassment and discrimination, workplace investigations, other employee relations subjects, legal, corrective action, and other Employee Relations.
Position requires the ability to conduct complex workplace investigations of a sensitive nature, sometimes involving plant management.
The chosen candidate must exercise the utmost discretion and considerable independent judgment and initiative in performing the job responsibilities and prioritizing workload. Other Human Resources functions/tasks as assigned. This position reports to the Human Resources Manager.
Minimum Qualifications Required. Any combination of training, education, and experience.
Equivalent to graduation from an accredited college or university with a bachelor’s degree in Human Resources, Employee Relations or Industrial Psychology, or related field and considerable.
3 – 5 years professional-level work experience in the investigation of workplace issues and resolution of those issues.
Successful track record in recommending proactive employee relation solutions.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Ruiz Foods is an equal opportunity employer.
EOE: Male, Female, Vets, Disabled (M/F/V/D).
Ruiz Foods enforces a policy of maintaining a drug-free workforce, including pre-employment substance abuse testing.