Senior Employee Relations Lead - Manufacturing

Compal USA Technology Inc; Georgetown (TX); On-site; USD 90,000 - 120,000; Full time

Job summary

Compal USA Technology in Georgetown, TX is seeking a Senior Employee Relations Specialist to support a positive, compliant workplace across manufacturing operations. You will serve as a key HR resource on employee relations, investigations, performance management, and corrective action, partnering with supervisors and plant leaders.

This role on the production floor requires strong communication, confidentiality, and the ability to coach leaders through difficult conversations, verbal warnings,

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development or related field preferred; equivalent relevant HR experience may be considered.
• Minimum 5 years of progressive Human Resources experience with significant Employee Relations responsibilities.
• Demonstrated experience conducting workplace investigations.
• Experience supporting corrective action, performance management, employee conflict resolution, and terminations.
• Working knowledge of federal and state employment laws and HR best practices.
• Strong written communication and documentation skills.
• Strong interpersonal and verbal communication skills.
• Ability to maintain confidentiality and exercise sound judgment when handling sensitive matters.
• Ability to work effectively with hourly employees, supervisors, managers, and senior leadership.
• Ability to manage multiple Employee Relations matters simultaneously in a fast-paced environment.

Responsibilities

• Serve as a primary point of contact for employee relations questions, complaints, concerns, and workplace issues.
• Conduct timely, objective, and thorough workplace investigations.
• Conduct interviews with employees, witnesses, supervisors, and managers.
• Gather and evaluate relevant documentation and information associated with investigations.
• Prepare clear and professional investigation documentation, summaries, findings, and recommendations.
• Escalate significant or high-risk employee relations matters to HR leadership.
• Maintain confidentiality and appropriate discretion when handling sensitive employee information.
• Track employee relations cases and identify recurring issues, trends, or areas of organizational risk.
• Partner with supervisors and managers regarding employee performance, attendance, conduct, and behavioral concerns.
• Review corrective action documentation for consistency, completeness, and alignment with company policies.
• Assist leaders with verbal counseling, written warnings, final written warnings, performance improvement plans, and other corrective actions.
• Provide guidance regarding appropriate levels of corrective action based on policy, previous practices, and individual circumstances.
• Support managers in addressing performance and behavioral concerns promptly and professionally.
• Promote consistent application of corrective action across departments, shifts, and employee groups.
• Assist HR leadership with termination recommendations and documentation when appropriate.
• Maintain a visible and accessible HR presence on the manufacturing floor.
• Develop effective working relationships with hourly employees, leads, supervisors, managers, and senior leadership.
• Provide Employee Relations support across manufacturing departments and multiple shifts as business needs require.
• Address attendance, tardiness, no-call/no-show, workplace conduct, employee conflict, policy compliance, and related employee concerns.
• Partner with manufacturing leadership to identify and address employee issues that may affect productivity, morale, retention, quality, or workplace culture.
• Participate in employee meetings, shift meetings, coaching discussions, and other workplace meetings when Employee Relations support is appropriate.
• Provide guidance to supervisors and managers regarding Employee Relations practices and company policies.
• Coach leaders on difficult employee conversations, documentation, performance expectations, workplace conflict, and policy enforcement.
• Help managers determine when informal coaching may be appropriate versus formal corrective action.
• Support managers in documenting employee performance and conduct issues appropriately.
• Promote consistent leadership practices across departments and shifts.
• Identify management practices or workplace behaviors that may create Employee Relations concerns and elevate issues to HR leadership when appropriate.
• Interpret and communicate company policies and procedures to employees and management.
• Support consistent application of attendance, workplace conduct, confidentiality, anti-harassment, anti-discrimination, anti-retaliation, and other employment policies.
• Partner with HR leadership on matters involving ADA accommodations, FMLA and other leaves, EEO, wage and hour requirements, and other employment-related matters.
• Assist with the development, review, and implementation of HR policies and procedures.
• Maintain accurate, organized, and confidential Employee Relations records and case documentation.
• Stay informed of relevant federal, state, and local employment requirements and HR best practices.
• Identify workplace concerns that may negatively affect employee engagement, morale, or retention.
• Participate in employee feedback discussions, stay interviews, and exit interviews.
• Assist with analyzing Employee Relations, attendance, turnover, and corrective action trends.
• Recommend opportunities to improve employee communication and workplace practices.
• Partner with HR and manufacturing leadership on employee engagement and retention initiatives.
• Promote Compal's workplace expectations and values through consistent and respectful Employee Relations practices.
• Assist HR leadership and managers in reviewing termination recommendations.
• Ensure supporting documentation is complete and consistent before separation decisions are finalized.
• Prepare or review termination documentation as appropriate.
• Participate in termination meetings and other separation discussions.
• Coordinate with other HR team members to ensure required separation processes and documentation are completed accurately and timely.

Skills

Employee relations

Workplace investigations

Performance management

Policy interpretation

Communication

Confidentiality

Coaching managers

Conflict resolution

Education

Bachelor's degree in HR or related field

PHR/SPHR certification (preferred)

Job description

Compal USA Technology in Georgetown, TX is seeking a Senior Employee Relations Specialist to support a positive, compliant workplace across manufacturing operations. You will serve as a key HR resource on employee relations, investigations, performance management, and corrective action, partnering with supervisors and plant leaders.

This role on the production floor requires strong communication, confidentiality, and the ability to coach leaders through difficult conversations, verbal warnings,