Employee Relations Specialist I

Blackstone Consulting, Inc.; California (MO); On-site; USD 52,000 - 78,000; Full time

Job summary

Blackstone Consulting, Inc. seeks an Employee Relations Specialist Level 1 to manage routine through complex employee relations matters, including intake, documentation, corrective action review, fact-finding, policy interpretation, and follow-up, based on case complexity and business needs.

The role collaborates with Human Resources, Operations, Legal, Labor Relations, and business leaders to promote fair employment practices.

Qualifications

• Minimum of a Bachelor's degree in HR, Business Administration, or related field preferred, or equivalent experience.
• 1–5 years progressive experience in Human Resources, employee relations, workplace investigations, or related areas.

Responsibilities

• Manages routine through complex employee relations matters including intake, documentation, corrective action review, fact-finding, policy interpretation, and follow-up.
• Addresses attendance, timekeeping, documentation, policy compliance, misconduct, and performance concerns.

Skills

Employee relations

Investigation

Policy interpretation

Documentation

Communication skills

Education

Bachelor's degree in HR or related field

Job description

The Employee Relations Specialist provides consultation, guidance, and investigative support for workplace matters involving employee relations, policy interpretation, corrective action, performance and conduct concerns, and risk mitigation. The role partners with Human Resources, Operations, Legal, Labor Relations, and business leaders to promote consistent, fair, and well-documented employment practices. Level 1 manages routine through complex employee relations matters based on experience, judgment, business need, and case complexity.

Employee Relations Specialist Level 1

• Manages routine through complex employee relations matters, including intake, documentation, corrective action review, fact-finding, policy interpretation, and follow-up, based on assigned case complexity and business needs.
• Addresses matters such as attendance, scheduling, timekeeping, documentation, policy compliance, misconduct, performance concerns, progressive discipline, and corrective action preparation.
• Conducts fact-finding and workplace investigations, including witness interviews, document review, timeline preparation, credibility assessment, findings, and case summaries.
• Advises managers, Human Resources partners, Operations, and leaders on policy interpretation, documentation standards, corrective action consistency, employee complaints, and risk mitigation.
• Identifies and escalates high‑risk matters, including allegations involving discrimination, harassment, sexual harassment, retaliation, workplace violence concerns, protected activity, agency charges, significant legal exposure, or other risk indicators, to Employee Relations Specialist Level 2 or appropriate leadership.

Non‑Essential Functions (if applicable)

• Perform other duties as assigned.

ADA Statement

An employee must be able to perform the essential functions of this position with or without reasonable accommodation. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the job.

Leadership Responsibilities

This position does not have direct supervisory responsibilities. The role provides technical expertise, consultation, coaching, and guidance to leaders and Human Resources on employee relations matters and may lead cross‑functional projects or initiatives without formal supervisory authority.

Requirements

Minimum Qualifications by Level

• Level 1: Bachelor's degree in Human Resources, Business Administration, or a related field preferred, or equivalent experience. Entry level to five (0--5) years of progressive experience in Human Resources, employee relations, workplace investigations, compliance, operations, labor relations, HR business partnership, or administrative case management. Relevant experience may include corrective action support, fact‑finding, employee complaint review, timekeeping or attendance matters, policy violations, misconduct concerns, documentation review, and investigation support or management.
• All levels require sound judgment, confidentiality, professionalism, strong documentation practices, and the ability to apply company policy consistently and appropriately.
• Professional certification, such as PHR, SPHR, SHRM-CP, or SHRM-SCP, is preferred for Level 2.