EMPLOYEE RELATIONS COORDINATOR (40 HRS/WK DAYS)

Overview The Employee Relations Coordinator provides administrative and operational support to the Employee Relations function. This role assists in handling employee inquiries, documentation, policy interpretation, and coordination of investigations. The Coordinator will serve as a first point of contact for employees and leaders on Employee Relations processes, ensuring consistency, compliance, and confidentiality. Reports T o: Manager of Employee Relation sDepartmen t: Human Resource sFT E: 1.0 FT EShif t: Monday through Friday, 8:30am-5:00p m Essential Duti esServe as an initial point of contact for employees and leaders regarding Employee Relations policies, procedures, and processe s.Build and maintain strong relationships with internal and external stakeholders while applying an equity lens to ensure inclusivity and fairness in decision-making, communications, and partnership s.Primary intake of employee concerns, documentation of issues, and preparation of case file s.Support the investigation process by scheduling interviews, preparing documentation, gathering evidence, and maintaining accurate record s.Draft and maintain professional correspondence, reports, and summaries related to employee relations case s.Assist in preparing responses to internal/external legal complaints (e.g., EEOC, IDHR) and coordinate documentation for outside counse l.Manage legal billing processes, including invoice tracking, coding, and reconciliation for employee relationsrelated matter s.Support the corrective action process related to N-95 compliance and compliance with job description requirements, including monitoring adherence, tracking corrective measures, and ensuring documentation is properly maintaine d.Maintain accurate case management records and ensure strict confidentiality of employee and organizational informatio n.Provide support in policy interpretation and application to ensure consistency across the organizatio n.Assist in tracking and analyzing employee relations trends to identify opportunities for proactive intervention s.Participate in the coordination of training, policies, procedures, forms and education initiatives related to employee relations, compliance, and workplace cultur e.Non-essential Duti esCommunication Skills: Excellent verbal and written communication skills for effective interaction with employees and managemen t.Conflict Resolution: Strong skills in mediating and resolving conflicts, fostering a collaborative work environmen t.Organizational Skills: Exceptional ability to manage multiple projects, prioritize tasks, and meet deadline s.Interpersonal Skills: Ability to build and maintain positive relationships with employees at all level s.This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related dutie s. Required Experien ce:Minimum of 3 years in Human Resources, with demonstrated involvement in employee relations wo rk.Preferred Experie nce2 to 4 years of experience in Human Resourc es.At least 1 year of direct involvement in investigations, policy interpretation, or workplace conflict resolution preferr ed.Experience preparing case documentation for legal or regulatory responses preferr ed.Experience working in a healthcare, higher education, or complex multi-site organization preferr ed.Strong knowledge of federal and state employment laws and regulatio ns.Familiarity with EEOC, IDHR, and similar regulatory complaint process es.Excellent written and verbal communication skills, with the ability to draft professional correspondence and repor ts.Demonstrated ability to handle sensitive and confidential information with discreti on.Strong organizational and time management skills with the ability to manage multiple cases simultaneous ly.Proficiency in Microsoft Office Suite and HRIS syste ms.Required Licensure/Educat ionBachelors degree in Human Resources, Industrial/Organizational Psychology or similar degree requi redPreferred Licensure/Educat ionMasters degree in Human Resources or a related discipline preferr ed.SHRM-CP, SHRM-SCP, PHR, or SP HR.Additional training or certification in workplace investigations, conflict resolution, or labor law a pl us.Our Commitment To YouRiverside Healthcare offers a comprehensive suite of Total Rewards: benefits and nationally rated employee well-being programs, competitive compensation, generous retirement offerings, programs that invest in your career development and so much more - so your journey at and away from work is remarkable. Our Total Rewards package includ es:Compensat ionBase compensation within the position’s pay range based on factors such as qualifications, skills, relevant experience, and/or train ingOpportunity for annual increases based on performa nceBenefits - .5 to 1.0 FTEPaid Time Off progr amsHealth and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disabil ityHealth Savings and Flexible Spending Accounts for eligible health care and dependent care expen sesDefined contribution retirement plans with employer match and other financial wellness progr amsEducational Assistance Prog ramEmployee Health Requireme ntsExposure/Sensory Requireme ntsExposure ToChemicals: Refer to MSDS She etsVideo Display Terminals: Aver ageBlood and Body Fluids: N oneTB or Airborne Pathogens: None other than normal environment exposu re.Sensory Requirements (speech, Vision, Smell, Hearing, Tou ch)Speech: Required to communicate during presentations/training, telephone communication, facilitate meetings, communication with applicants, interviewees and employe es.Vision: Needed to read memos and literature, online information, type correspondence from handwritten material and to coordinate calenda rs.Smell: Helpful to note presence of electrical/fire safe ty.Hearing: Needed for telephone communication, meetings, alarms and listening to employee, applicant and interviewee concer ns.Touch: Needed to write, computer entry, fili ng.Activity/Lifting Requireme ntsPercentage of time during the normal workday the employee is required to:Sit: 80%Twist: 0%Stand: 20%Crawl: 0%Walk: 15%Kneel: 1%Lift: 1%Drive: 0%Squat: 2%Climb: 0%Bend: 5%Reach above shoulders: 2%The weight required to be lifted each normal workday according to the continuum described bel ow:Up to 10 lbs: Occasiona llyUp to 20 lbs: Occasiona llyUp to 35 lbs: Occasiona llyUp to 50 lbs: Not Requi redUp to 75 lbs: Not Requi redUp to 100 lbs: Not Requi redOver 100 lbs: Not Requi redDescribe and explain the lifting and carrying requirements. (Example: the distance material is carried; how high material is lifted, etc.): Put supplies away. May have to carry supplies up to 20' to put away, sometimes overhead. Carry reports and service awards or prizes; put paper in printer or copy machine. Requires carrying of materials for meetings varying distanc es.Maximum consecutive time (minutes) during the normal workday for each activi ty:Sit: 300Twist : 0Stand: 120Crawl : 0Walk: 60Kneel : 0Lift : 5Drive : 0Squat: 30Climb : 0Bend: 15Reach above shoulders: 15Repetitive Use Of Hands (Frequency Indicat ed)Simple grasp up to 1 lbs. Normal weight: frequ entPushing & pulling Normal weight: 5# frequ entFine Manipulation: Typing, phone dialing, computer entry, writing, using calculat or.Repetitive use of foot or feet in operating machine control: N oneEnvironmental Factors & Special Haza rdsEnvironmental Factors (Time Spe nt)Inside hours: 8-10 hours per day based upon work ho ursOutside hours : 0Temperature: Normal Ra ngeLighting: Aver ageNoise levels: Aver ageHumidity: Normal Ra ngeAtmosphere: Normal Ra ngeSpecial Hazards: N oneProtective Clothing Required: