Employee Development Jobs in Arizona (NOW HIRING)

Under general supervision of the Chief Human Resources Officer, the Employee Relations Specialist provides supervisory support and guidance in addressing personnel issues, provide counseling services to employees, coordinate the resolution of workplace conflict and is the liaison for external entities when addressing employment issues such as dismissals, and performing employee background checks.  Oversees the timely resolution of workplace conflict and conduct concerns, reviewing, and revising WIHCC, Inc. personnel policies on workplace conduct. Trains staff on properly addressing personnel issues. Protects WIHCC’s values by keeping information confidential and upholds the principles of WIHCC’s Vision, Mission, and Values.

This list of duties and responsibilities is illustrative only of the tasks performed by this position and is not all-inclusive.

Essential Duties & Responsibilities:

• Maintains regular attendance and punctuality.
• Acts as the primary point of contact with legal counsel and government/tribal agencies related to personnel matters.  Represent WIHCC in a variety of personnel-related matters such as grievances, hearings, claims, unemployment proceedings, and professional meetings.
• Maintains current knowledge of federal, state, tribal, and local employment laws and regulations to ensure compliance.
• Maintains current knowledge of legal requirements and governing reporting regulations including but not limited to the Navajo Preference in Employment Act requirements, Navajo Nation Labor Commission proceedings, Arizona Department of Economic Security, and other entities typically associated with employee relations functions, including unemployment hearings.
• Supports time and consistent employee communication and feedback through meetings, suggestion programs, engagement surveys, focus groups and one-on-one meetings.
• Advises and participates in strategic HR initiatives such as succession planning, staff training and development, and employee retention.
• Investigates employee complaints and workplace issues, including misconduct, harassment, and policy violations; ensures investigations are prompt, thorough, and impartial.
• Conducts interviews, gathers and analyzes evidence, and prepares detailed comprehensive investigation reports with findings and recommendations.
• Facilitates conflict resolution and mediates disputes between employees or between employees and supervisors.
• Advises management on appropriate disciplinary actions and prepares related documentation, including corrective action and performance improvement plans.
• Prepares and issues disciplinary action memorandums, as required, including Employee Performance Improvement Plans (EPIPs), written reprimands, and personnel actions such as placement on administrative leave.
• Ensures consistent application of organizational policies, procedures, and employment laws across all departments.
• Works with teams that plan, communicate, and integrates results of strategic planning throughout the organization.
• Keeps executive management team informed on all activities, significant problems and issues.
• Provides expert advice, coaching and assistance to management, and other matters which may have legal implications.
• Works closely with the legal counsel and Compliance Officer on complex or high-risk employee relations matters of Winslow Indian Health Care Center, Inc., as necessary.
• Interprets findings of investigations and producing a follow-up plan for closure
• Assembles and delivers ONLR and NNLC responses, including supporting exhibits, for labor relations charges and Labor Commission hearings.
• Prepares comprehensive reports as needed, highlighting key findings, trends, and recommendations for improvement.
• Responds to recruitment team inquiries regarding rehire eligibility and employee transfers, ensuring candidates are in good standing with Employee Relations.
• Develops, reviews and updates policies, programs and procedures related to employee relations
• Provides recommendations on policies and procedures, programs and procedures associated with employee relations
• Coordinates with the Background Specialist to review background check findings, disclosures, and related information to determine employment eligibility and suitability.
• Issues and/or recommends appropriate disciplinary action, when applicable, for current employees in response to background-related violations, in accordance with the Indian Child Protection and Family Violence Prevention Act.
• Adjudicates background checks in a timely manner.
• Manages and facilitates weekly employee relations update meetings with management and legal counsel to provide status updates, review ongoing matters, and address emerging issues.
• Maintains accurate, confidential records of all employee relations activities, including training sessions, conflict resolution efforts, and external communications.
• Identifies areas for improvement in employee relations processes and procedures, proposing and implementing enhancements as appropriate.
• Possess cultural awareness and sensitivity.
• Maintains compliance with all Human Resources requirements.
• Formulates training materials covering various employee relations topics to include from Human Resources policies and procedures, ONLR protocols, NNLC processes, etc.
• Conducts regular training sessions for supervisors on effectively addressing personnel issues.
• Utilizes real-life examples from the organization to illustrate best practices and learning opportunities.
• Equips supervisors with the necessary skillset and knowledge to address concerns at the employee’s department level while promoting efficiency and employee satisfaction.
• Serves as the primary coordinator for conflict resolution within the organization.
• Acts as a third party to facilitate fair and impartial resolution processes.
• Organizes formal investigations when necessary, ensuring thoroughness and adherence to organizational policies and legal requirements.
• Drafts formal responses to inquiries, complaints, or requests from external entities, maintaining clear and professional communication channels.
• Collaborates on developing strategies to ensure compliance with relevant laws and regulations, safeguarding the organization's interests.
• Requires completion of tasks or duties assigned by a supervisor.
• Upholds and enforces all principles of confidentiality and patient care to the fullest extent.
• Adheres to all professional and ethical behavior standards of the healthcare industry.
• Adheres to WIHCCs Personnel Policies and Procedures, departmental policies, rules, and regulations.
• Interacts in an honest, trustworthy and dependable manner with patients, employees, visitors, and vendors.
• Possesses cultural awareness and sensitivity.
• Maintains compliance with all Human Resources requirements.
• Performs other duties as assigned.

Minimum Qualifications:

Bachelor’s degree in Human Resources, Business Administration, Public Administration, or closely related field required; Master’s degree preferred. A combination of relevant education and progressively responsible experience may be considered in lieu of a degree. Minimum of three (3) to five (5) years of progressively responsible experience in Employee Relations, including experience handling complex workplace issues, investigations, conflict resolution, and advising management on corrective actions. Professional certification such as SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP), or a comparable nationally recognized HR certification, preferred (or required, depending on position level). Bilingual skills in English and Navajo language preferred. 

Must maintain a valid unrestricted and insurable driver’s license.  Must successfully pass a background investigation and maintain suitable requirements for a Child Care position. This position is considered as a Child Care position, which requires a satisfactory background check investigation and is subject to the requirements of the Indian Child Protection and Family Violence Prevention Act, as amended (henceforth referred as the ICPFVP Act).

Knowledge, Skills, Ability

• Knowledge of business and management principles such as strategic planning, leadership techniques, and effective coordination of people and resources, and training methodologies. 
• Knowledge of strong work ethics in the workplace.
• Knowledge of basic application of confidentiality.
• Knowledge of duties and responsibilities of the position.
• Knowledge of basic computer skills, e.g. Outlook, Word, Excel, PowerPoint.
• Ability to be dependable in attendance and job performance.
• Ability to meet attendance, overtime (if necessary), and other reliability requirements of the job.
• Ability to accept and learn from feedback.
• Ability to effectively communicate both in written and verbal.
• Excellent written communication skills for investigation reports and disciplinary documentation
• Ability to analyze complex personnel issues and make recommendations.
• Ability to provide exemplary customer service at all times.
• Ability to interact positively with others and possess great interpersonal skills.
• Ability to multitask and perform well under pressure.
• Ability to have self-confidence.
• Ability to be a great team player.
• Ability to accept and learn from supervisor/peer critique.
• Ability to be flexible and adaptable to the changing needs of the organization.

Physical Demands:

While performing the essential functions of this position, the employee is regularly required to walk, sit, use hands and fingers, handle, or feel objects and equipment, reach with hands and arms, and communicate effectively by talking and hearing. The employee frequently must stand, climb, balance, stoop, kneel, crouch, or crawl and may occasionally use taste or smell. The employee must occasionally lift and/or move objects weighing up to 50 pounds.

Work Environment:

Work is performed in an office setting or outdoor work environment with moderate noise levels. Work environment may involve exposure to physical risks, such as blood borne pathogens, hazardous chemicals, or operating potential dangerous equipment, and requires adherence to all safety protocols. Required work schedules may include evening, weekend, overnight shifts, extended hours, or irregular schedules and rotation as operational needs dictate. Travel between sites may be required.

As required by P.L. 93-638, absolute preference will be given to qualified Navajo applicants.  If there is no qualified Navajo applicant, preference will be given to qualified American Indian applicants.