Hr Investigations

Hr Investigations Jobs

4 jobs found

15d ago

Human Resources Compliance Specialist

Trojan Battery Company Sandersville, GA

Sandersville, GA

15d ago

$70k+/yr Full time Employee Relations Hr Information Systems Hr Investigations

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Job Description

Trojan Battery Company is seeking a Human Resources Compliance Specialist to help maintain a workplace that is compliant, ethical, and high-performing at our Sandersville, GA (onsite) location. This role supports leaders and employees through legally sound HR practices, with a strong focus on employee relations investigations, labor law compliance (including wage and hour), and accurate time and attendance operations. You will also contribute to internal audits, policy development, and continuous improvement using HR and timekeeping systems.

This position offers an annual salary of USD 70,000 and the opportunity to work on critical HR compliance areas while partnering across Operations, Quality, EHS, and leadership.

Responsibilities

Conduct prompt, thorough, and impartial investigations into employee complaints, disciplinary matters, and workplace conflicts
Provide coaching and guidance to leaders on performance management and corrective action
Maintain confidential documentation for employee relations cases
Track trends in employee relations issues and recommend proactive risk mitigation strategies
Support a respectful and compliant workplace culture aligned with company values
Ensure compliance with FLSA, wage and hour laws, and other applicable federal, state, and local employment regulations
Monitor adherence to overtime, meal periods, rest breaks, and attendance requirements
Assist with the development, review, and implementation of HR policies and procedures
Provide guidance on employment law and regulatory best practices
Support internal audits and compliance reviews
Oversee functionality and accuracy of timekeeping systems and HRIS platforms, with Workday preferred
Conduct audits of timecards, overtime records, and paid leave
Partner with leadership to enforce attendance policies consistently
Use time and attendance data to identify trends and improve workforce effectiveness
Facilitate training on compliance, performance management, workplace ethics, and conflict resolution
Prepare and maintain HR documentation, including investigation summaries, corrective actions, and policy updates
Partner with Operations, Quality, EHS, and leadership teams to address workforce challenges
Support onboarding and employee lifecycle processes as needed

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field
5+ years of progressive HR experience, including at least 3+ years focused on employee relations and compliance
Strong knowledge of labor laws and wage and hour regulations
Experience conducting workplace investigations
Strong conflict resolution and mediation skills
High level of discretion and professionalism
Proficiency in HRIS systems (Workday preferred) and the Microsoft Office Suite

Benefits

401(k) and 401(k) matching
Dental insurance
Vision insurance
Health insurance
Health savings account
Life insurance
Paid time off
Flexible spending account
Employee discount
Professional development assistance
Tuition reimbursement

Areas of Focus

Lead and manage employee relations investigations and conflict resolution
Ensure compliance with federal, state, and local labor laws including FLSA and wage and hour regulations
Drive time and attendance accuracy through auditing, reporting, and policy enforcement

Technologies: Workday, Microsoft Office Suite, HRIS, timekeeping systems

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19d ago

Human Resources Manager

Ophthalmic Partners, PC Bala-Cynwyd, PA

Bala-Cynwyd, PA

19d ago

$65k+/yr Full time Employee Relations HR Compliance Hr Generalist

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Job Description

Ophthalmic Partners, PC offers an HR role with direct impact across a multi-location practice. This onsite position supports employees, managers, and physicians while helping strengthen people programs, compliance, and day-to-day workplace effectiveness. The Human Resources Manager/Generalist reports directly to the Practice Administrator and will serve as a trusted point of contact for HR needs.

What you’ll do in this role blends practical employee support with hands-on HR operations, including performance management guidance, investigations, recruiting, benefits administration support, and HRIS maintenance. Regular travel between practice locations is required.

Responsibilities

Manage the performance management process, advising management and employees on coaching, counseling, career development, corrective action, and employee relations matters.
Support managers with the Annual Performance Evaluation process.
Conduct workplace investigations related to employee complaints, policy violations, attendance concerns, and other employment matters.
Assist with the development, implementation, and administration of HR policies and procedures.
Support HR programs including new hire orientation, onboarding, employee engagement activities, regulatory training compliance, special events, employee recognition, and exit interviews.
Administer and counsel employees on key benefit and employment law programs, tracking compliance for FMLA, ADA accommodations, Workers’ Compensation, OSHA, HIPAA, COBRA, STD, and LTD.
Serve as a benefits contact for claims resolution, enrollment changes, benefit communications, benefit portal troubleshooting, invoice reconciliation, and coordination with accounting.
Lead the full recruitment and hiring process, including job postings, candidate sourcing, interviews, background and reference checks, offer administration, and onboarding activities.
Partner with managers and department leaders to assess staffing needs and develop recruiting strategies to attract and retain talent.
Maintain and administer the Human Resources Information System (HRIS), ensuring data accuracy, reporting integrity, and system compliance.
Handle sensitive and confidential information with discretion, maintaining employee confidence and protecting organizational operations.
Monitor and support key HR metrics including turnover, retention, training completion, recruitment effectiveness, and employee engagement initiatives.
Advise the Practice Administrator on employee relations, workforce planning, organizational effectiveness, and compliance-focused solutions.
Assist with a range of administrative, operational, and special project responsibilities as needed.

Requirements

Minimum two (2) years of Human Resources experience required.
Experience conducting employee investigations, disciplinary administration, leave management, and employee relations activities strongly preferred.
Healthcare, physician practice, or multi-location organization experience strongly preferred.
Associate’s degree required.
Professional HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, CEBS, CBP, or equivalent) highly preferred.
Strong understanding of federal and state employment laws and compliance documentation requirements.
Knowledge of Pennsylvania and New Jersey employment law preferred.
HRIS/HRMS experience required; Paylocity experience preferred.
Proficiency in Microsoft Office applications including Word, Excel, Outlook, and PowerPoint.
Excellent customer service, employee relations, negotiation, conflict resolution, collaboration, and written and verbal communication skills.
Ability to manage confidential and sensitive information with sound judgment.
Ability to manage multiple priorities and deadlines in a fast-paced environment.
Tactful, professional, and consistent interactions with staff, management, and physicians.

Benefits

401(k) with matching
Dental insurance
Health insurance
Life insurance
Paid time off
Vision insurance

Work Location and Physical/Travel Requirements

In person at Bala-Cynwyd, PA (onsite)
Ability to sit, stand, walk, and use standard office equipment for extended periods
Travel regularly between practice locations
Occasional lifting of up to 20 pounds may be required
Flexibility to attend meetings, training sessions, and practice events as operational needs dictate

Compensation: USD 65,000 per year

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28d ago

Human Resource Consultant 3

State of Washington Dept. of Social and Health Services Lakewood, WA

Lakewood, WA

28d ago

$5,779 - $7,774/mo Full time Consultant Employee Relations Grievance Management

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Job Description

The Department of Social and Health Services (DSHS) Office of the Secretary Human Resources Division is seeking a Human Resource Consultant 3 to provide consultative HR support for leaders and to manage key employee relations and labor relations functions. Based at Western State Hospital in Lakewood, WA, this hybrid role supports sound, timely decision-making across performance management, investigations, workforce planning, leave, and related HR activities.

This position is paid USD 5,779 - 7,774 per month and requires at least two years of professional human resource work experience. DSHS offers a flexible/hybrid schedule with in-office expectations to support operational needs.

What you will do

Provide consultative support to senior leaders, managers, and supervisors on employee performance, investigations, labor relations, workforce planning, employee leave, and other core human resources functions.
Analyze complex employee relations issues and develop practical, strategic options to support decision-making and timely resolution.
Draft clear, well-reasoned correspondence, including responses to complaints, performance expectations, disciplinary actions, and grievance responses.
Represent human resources in grievance meetings, appeals, and adjudicative forums to ensure HR positions are well supported, consistent, and defensible.
Serve as a trusted subject matter expert on performance management, employment laws, and department policy.
Develop and deliver tools, resources, and training to help leaders manage their workforce effectively while reducing risk and strengthening working relationships.
Use a solutions-focused, risk-based approach to consultation by presenting options and helping leaders understand tradeoffs.
Partner with labor relations staff and the Office of the Attorney General to prepare for hearings, respond to information requests, and support arbitration matters.
Participate in special projects and workgroups that improve HRD processes, service delivery, and consistency across programs.

Minimum qualifications

A bachelor’s degree with a focus on business, human resources, social or organizational behavioral sciences, or a related field.
Two years of professional human resource work experience.
Equivalent education/experience.

Additional preferred knowledge, skills, and abilities

Human resources expertise applying working knowledge of employee relations, leave laws, reasonable accommodation, discipline, and investigations.
Ongoing professional development or HR certification is highly valued.
Clear communication in writing and conversation to explain rules, decisions, and expectations.
Ability to handle confidential and sensitive information with discretion and professionalism.
Confidence in training and teaching HR topics for different audiences.
Inclusive consultation that supports equity, access, and inclusion and promotes respectful workplaces and effective supervisor-employee relationships.
Sound judgment to weigh risks, consider impacts, and choose fair options when situations are complex or sensitive.

Work schedule and notes

Approved for a flexible/hybrid schedule requiring a minimum of two in-office days per week.
Operational needs may require additional on-site work, and telework days may vary week to week.
Flexibility to be on-site when needed is important for this role.

Compensation and related benefits

Pierce County employees receive a free ORCA card for transportation purposes.
On-site work performed at these work locations at least three days a week may be eligible for an additional 5% premium on-site pay along with the advertised salary.

Supplemental information

Prior to a new hire, a background check including criminal record history may be conducted.
This announcement may be used to fill multiple vacancies.
Employees driving on state business must have a valid driver’s license.
Employees driving a privately owned vehicle on state business must have liability insurance on the privately owned vehicle.
DSHS is an equal opportunity employer and does not discriminate in employment, its programs, or services based on protected characteristics.
Accommodation requests for the application process or this job announcement in an alternative format may be directed to the Recruiter at (360) 725-5810.
Applicants who are deaf or hard of hearing may call through Washington Relay Service by dialing 7-1-1 or 1-800-833-6384.
Selected applicants must disclose whether they have a relative, household member, close friend, or romantic partner within their potential supervisory chain of command; prohibited reporting relationships affect eligibility.
E-Verify® is a registered trademark of the U.S. Department of Homeland Security.

If you have questions, contact DSHS Recruiter Vincent Hamilton at vincent.hamilton@dshs.wa.gov and reference #06728.

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1mo ago

Human Resource Partner

Rosendin McKinney, TX

McKinney, TX

1mo ago Closed

Full time Benefits Administration Business Partner Employee Relations

This position is no longer accepting applications (closed Sep 11, 2026).

Job Description

Rosendin is hiring a Human Resource Partner based in McKinney, TX (onsite). In this role, you will serve as the day-in, day-out HR partner for a defined client group, bringing field-level insight to HR Business Partners and leaders while driving practical execution across the employee lifecycle.

What you’ll get

ESOP - Employee Stock Ownership
401 K
Annual bonus program based upon performance, profitability, and achievement
Time off: 17 PTO days per year plus 10 paid holidays
Paid leave: 3 days of paid sick leave each year, 3 days of paid Bereavement leave each year, and 3 days of paid Jury Duty
Benefits: Medical, Dental, Vision Insurance
Additional coverage: Bonding Leave; Term Life, AD&D Insurance, and Voluntary Life Insurance; Disability Income Protection Insurance
Pre-tax options: Flexible Spending Plans (Health and Dependent Care)
Community impact: Charitable Giving Match with our Rosendin Foundation

Responsibilities

Lead workplace investigations from intake through resolution and documentation, partnering with HRBPs and Legal as needed on complex or higher-risk matters.
Investigate and resolve employee complaints, including formal grievances, harassment claims, and policy violations.
Meditate manager-employee conflicts and partner with leaders on resolution strategies.
Advise on accommodations (ADA, religious, pregnancy) in partnership with Legal and Benefits.
Conduct exit interviews, synthesize themes for the client group, and surface patterns to HRBPs and leadership.
Run the annual performance review cycle for the client group, including timeline management, calibration sessions, and manager training for writing and delivering feedback.
Facilitate calibration discussions to ensure ratings are defensible, consistent, and aligned with company standards.
Support talent review and succession planning processes, including facilitating sessions, documenting outcomes, and tracking follow-up actions.
Partner with leaders on individual development plans for high-potential talent in the client group.
Manage performance escalations, rating disputes, and complex performance situations.
Coach front-line and middle managers through difficult people decisions, including performance management, terminations, compensation conversations, and role changes.
Provide day-to-day performance management guidance to leaders, including coaching, counseling, career development, disciplinary actions, performance improvement plans, and terminations.
Onboard new people managers into Rosendin’s management practices and partner through their first hard people conversations.
Identify capability patterns across the client group and partner with L&D and HRBPs on targeted solutions.
Partner with Total Rewards and HRBPs to execute the annual compensation cycle, including budget allocation guidance and manager communications.
Support documentation of job descriptions, and counsel managers on equity, merit, and promotion decisions using compensation data and Rosendin’s compensation philosophy.
Support managers through compensation conversations with employees, including coaching on framing and delivery.
Partner on quarterly headcount planning, requisition approvals, and reorganizations within the client group.
Identify capability gaps and partner with Talent Acquisition and Learning & Development to address them.
Support reorganizations and organizational changes, including role definitions, transition planning, and employee communications.
Provide field intelligence to HRBPs and leadership, surfacing engagement, retention, and morale signals.
Translate enterprise HR programs (engagement surveys, comp cycles, talent reviews, recognition programs) into effective execution for the client group.
Localize communication of policy changes, benefits updates, and HR announcements for the client group.
Partner with HR Operations on timely and accurate execution of employee lifecycle changes (hires, promotions, transfers, terminations).
Resolve escalated employee inquiries requiring policy interpretation or judgment, partnering with HR Operations and CoEs on tier-1 questions.
Build strong relationships with leaders and employees to improve engagement, strengthen morale, and drive productivity and retention through feedback mechanisms such as surveys and listening sessions.
Maintain strict confidentiality while handling sensitive employee information and collaborate with HR Centers of Excellence to deliver practical HR solutions.
Perform additional duties as assigned, consistent with the scope and level of the role.

Requirements

Required: Bachelor's degree in human resources or related field.
Required: 5+ years of progressive HR experience, including direct experience with employee relations, investigations, performance management, and manager coaching (education, training, and relevant experience may be combined).
Preferred: Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
Preferred: Prior experience in construction, trades, or other project-based or field-heavy industries.
Preferred: Experience supporting a defined client group (region, business unit, or function) as the primary day-to-day HR partner.
Working knowledge of employment laws and regulations related to employee management, including FMLA, leave of absence, ADA, NLRA, return-to-work, and general compliance and risk management.
Ability to assess risk, think critically, and exercise sound judgment in ambiguous or complex situations.
Foundational understanding of compensation practices and ability to apply established programs to live situations.
Proven ability to lead workplace investigations from intake through resolution and documentation.
Demonstrated ability to coach managers through difficult people decisions, including performance, termination, and compensation conversations.
Strong verbal and written communication skills with ability to influence, negotiate, and interact effectively at all levels.
Basic data analysis and interpretation skills to inform decision-making.
Demonstrated problem-solving skills, including creative and innovative approaches.
High level of discretion and professionalism with sensitive and confidential employee information.
Strong organizational skills to manage multiple priorities, maintain accurate records, and ensure timely follow-up.
Ability to work effectively in a fast-paced environment, adapt to changing priorities, and maintain a positive, customer-focused mindset.
Proficiency in Microsoft Office (Outlook, Word, Excel); experience with HRIS platforms such as Workday, Oracle, or SharePoint preferred.

Technologies

Microsoft Office (Outlook, Word, Excel)
Workday
Oracle
SharePoint

Travel and working conditions

Travel: Up to 20%.
Environment: General work indoors with varying conditions such as fluorescent lighting and air conditioning; sitting for long periods, standing, walking, typing, carrying, pushing, and bending.
Noise: Usually low to medium; can be loud on the jobsite.
Accommodation: Rosendin fully complies with the ADA and applicable state law, including considering reasonable accommodation measures.
Physical demands: Occasional lifting of up to 30 lbs.

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