Employee Relations Specialist I - California

bci; Los Angeles (CA); On-site; USD 70,000 - 95,000; Full time

Job summary

bci is seeking an Employee Relations Specialist to provide consultation and investigative support on workplace matters, partnering with HR, Legal, and operations to ensure fair, well-documented employment practices.

Level 1 handles routine to complex cases; Level 2 manages highly sensitive, high-risk investigations, including discrimination, harassment, retaliation, or agency charges, with leadership escalation when needed.

Qualifications

• Bachelor's degree preferred or equivalent experience.
• 0–5 years progressive experience in Human Resources, employee relations, workplace investigations, compliance, operations, labor relations, HR business partnership, or administrative case management.
• Professional certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP preferred for Level 2.

Responsibilities

• Manages routine through complex employee relations matters, including intake, documentation, corrective action review, fact-finding, policy interpretation, and follow-up.
• Advises managers, HR partners, Operations, and leaders on policy interpretation, documentation standards, corrective action consistency, employee complaints, and risk mitigation.
• Identifies and escalates high-risk matters to Level 2 or leadership.
• Performs routine to advanced investigations including witness interviews, document review, and case summaries.

Skills

Employee relations

Investigations

Policy interpretation

Documentation practices

Risk mitigation

Coaching leaders

Education

Bachelor's degree in Human Resources or related field

Equivalent experience

Job description

Position Summary

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. Level 2 serves as the advanced-level specialist responsible for the most complex, sensitive, high-risk, and legally significant matters, including investigations that may involve discrimination, harassment, sexual harassment, retaliation, workplace violence concerns, protected activity, agency charges, or other issues with significant legal, operational, or reputational risk.

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.

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.