HR Operations Leader

DCI Donor Services, Inc.; Nashville (TN); In loco; USD 90.000 - 130.000; Tempo pieno

Descrizione del lavoro

DCI Donor Services, Inc. is seeking an HR Operations Leader to oversee day-to-day employee relations and HR operational activities. You will serve as the primary resource for leaders and staff on workplace concerns, performance management, policy interpretation, and accommodations.

You will coach managers, conduct investigations, and ensure compliant, consistent application of HR policies while coordinating cross-functional HR activities and services.

Competenze

• Bachelor’s degree in HR or related field.
• 7+ years in progressive HR leadership roles.
• PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.

Mansioni

• Lead day-to-day employee relations and HR operations for the organization.
• Provide guidance to managers on employee concerns, performance, policy interpretation, and workplace conduct.
• Conduct and coordinate employee relations reviews and workplace investigations.
• Interview employees and leaders, review documentation, and document findings and next steps.
• Coordinate leave and accommodations, ensuring confidentiality and compliance.
• Assist with developing, reviewing, and updating HR policies and procedures.

Conoscenze

Employee relations

Performance management

Policy interpretation

Conflict resolution

Leave coordination

HR leadership

Cross-functional collaboration

Formazione

Bachelor’s degree in Human Resources or related field

Equivalent combination of education/experience

Descrizione del lavoro

The HR Operations Leader is responsible for leading the day-to-day employee relations and HR operational activities of the organization. This role serves as a primary resource for leaders and employees regarding workplace concerns, performance management, corrective action, policy interpretation, conflict resolution, leave and accommodation coordination, and other employee-related matters.

Employee Relations Management

The HR Operations Leader is responsible for leading the day-to-day employee relations and HR operational activities of the organization. This role serves as a primary resource for leaders and employees regarding workplace concerns, performance management, corrective action, policy interpretation, conflict resolution, leave and accommodation coordination, and other employee-related matters.

• Serve as a primary HR resource for day-to-day employee relations matters.
• Provide guidance to managers regarding employee concerns, workplace conduct, attendance, communication, conflict, performance, and application of HR policies.
• Conduct and coordinate employee relations reviews and workplace investigations involving complaints, policy concerns, conduct, and other workplace matters.
• Interview employees and leaders, review relevant documentation, evaluate information, and document findings and recommended next steps.
• Facilitate conflict resolution and help leaders address workplace concerns before they elevate.
• Maintain appropriate documentation of employee relations matters and ensure sensitive information is handled confidentially.
• Identify recurring employee relations concerns and recommend opportunities for leadership intervention, training, or process improvement.
  

Performance Management & Corrective Action

• Coach managers through performance concerns and determine appropriate HR interventions.
• Review and assist with the preparation of coaching documentation, written warnings, performance improvement plans, and other corrective actions.
• Promote consistent application of progressive discipline practices across departments.
• Help managers establish clear expectations, measurable improvement requirements, and appropriate follow-up.
• Provide guidance when performance or conduct concerns may result in separation from employment.
  

Leave, Accommodation & Employee Support

• Partner with appropriate HR team members to coordinate employee leave and workplace accommodation matters.
• Support the interactive accommodation process and communication among employees, leaders, and HR.
• Help managers understand work restrictions, leave arrangements, return-to-work expectations, and appropriate confidentiality boundaries.
• Recognize when employee concerns may involve protections under employment requirements and elevate appropriately.
• Coordinate with benefits, payroll, and other HR functions when employee situations affect pay, benefits, leave, or employment status.
  

HR Policies & Compliance

• Interpret and apply organizational HR policies consistently.
• Assist with developing, reviewing, and updating HR policies, procedures, forms, and manager resources.
• Monitor employee relations practices for potential compliance concerns.
• Partner with HR leadership and legal counsel, when appropriate, on complex employee relations matters.
• Support compliance with applicable federal and state employment requirements.
• Maintain appropriate employee relations documentation and records.
  

HR Operations

• Provide leadership for the day-to-day delivery of HR services to employees and managers.
• Establish consistent processes for receiving, documenting, assigning, and resolving employee HR concerns.
• Monitor outstanding employee relations matters and ensure appropriate follow-up occurs.
• Partner with recruiting, benefits, payroll, and other HR functions to resolve employee issues that cross functional areas.
• Help establish service expectations and clear ownership within the HR team.
• Support employee onboarding, transfers, organizational changes, and separations when HR Operations involvement is appropriate.
  

Separations & Organizational Changes

• Review involuntary separation recommendations with management and HR leadership.
• Help ensure appropriate documentation and prior corrective action has been considered before separation decisions are finalized.
• Coordinate HR aspects of employee separations.
• Conduct or coordinate exit discussions as appropriate.
• Identify patterns in turnover, employee relations activity, and exit feedback that warrant leadership attention.
• Support organizational changes, restructuring, reporting changes, and other employee transitions.
  

Other

• Perform additional duties as assigned

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred. Equivalent combination of relevant education and progressive HR experience may be considered.
• 7+ years in progressive HR leadership roles - with primary focus in HR employee relations, compliance, and/or serving as an HR Business Partner
• Preferred certifications of either PHR, SPHR, SHRM-CP, or SHRM-SCP