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Employee Relations Assistant Jobs in Rincon, GA (NOW HIRING)

Hyundai Mobis

Consultant, Employee Relations

GA · On-site

... * Assist in the development and application of employee relations strategies, policies, and ... practices. * Work with employee relations members of each corporation to identify and create ...

Hyundai Mobis

Consultant, Employee Relations

Ellabell, GA · On-site

$100 - $125/hr

... * Assist in the development and application of employee relations strategies, policies, and ... practices. * Work with employee relations members of each corporation to identify and create ...

HLBMA LLC

Human Resources Generalist I

Ellabell, GA · On-site

Support employee relations activities by maintaining documentation, coordinating meetings, and assisting with investigations as directed. * Assist with training coordination, learning management ...

NFI Industries

Assistant General Manager

Rincon, GA · On-site

Overview The Assistant General Manager role is designed to provide high-potential Operations ... Employee Relations/Development * Manages and maintains good human resources practices and adherence ...

United Flea Markets LLC

Guest Relations

Savannah, GA · On-site

$13/hr

Cash Management and Financial Support * Assist with accounts payable and accounts receivable ... Discounted employee meals. * Employee referral program. * Supportive, team-oriented work ...

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Employee Relations Assistant information

See Rincon, GA salary details

$17.7K

$58.3K

$100.5K

How much do employee relations assistant jobs pay per year?

As of Sep 9, 2026, the average yearly pay for employee relations assistant in Rincon, GA is $58,255.00, according to ZipRecruiter salary data. Most workers in this role earn between $36,800.00 and $74,100.00 per year, depending on experience, location, and employer.

What does an Employee Relations Assistant do?

An Employee Relations Assistant supports the human resources team by helping manage workplace relations, ensuring compliance with company policies, and maintaining positive employee interactions. They assist with investigations, handle documentation, schedule meetings, and help resolve minor workplace issues. Their role is essential for fostering a healthy work environment and addressing employee concerns efficiently.

What are some common challenges faced by an Employee Relations Assistant, and how can they be addressed?

Employee Relations Assistants often encounter challenges such as handling sensitive employee concerns, maintaining confidentiality, and balancing multiple administrative tasks. Navigating these situations requires strong communication skills, attention to detail, and the ability to remain impartial. Building trust with employees and staying up to date with company policies and employment laws are key to effectively managing these challenges and supporting a positive workplace environment.

What are the key skills and qualifications needed to thrive as an Employee Relations Assistant, and why are they important?

To thrive as an Employee Relations Assistant, you need a solid understanding of HR principles, employment law, and strong administrative skills, typically supported by a degree in human resources or a related field. Familiarity with HR information systems (HRIS), Microsoft Office Suite, and sometimes certifications like SHRM-CP or PHR is often required. Outstanding interpersonal skills, discretion, and conflict resolution abilities set candidates apart in this role. These competencies are crucial for handling sensitive workplace matters, supporting fair practices, and promoting a positive organizational climate.

What is the difference between Employee Relations Assistant vs HR Coordinator?

AspectEmployee Relations AssistantHR Coordinator
CredentialsTypically requires an associate's or bachelor's degree in HR, business, or related fieldUsually requires a bachelor's degree in HR, business, or related field; certifications like SHRM-CP are common
Work EnvironmentSupports employee relations activities within HR departments, often in corporate or organizational settingsManages various HR functions, including employee relations, recruitment, and onboarding in similar environments
Employer & Industry UsageUsed across industries to assist with employee engagement and conflict resolutionCommonly employed in organizations to coordinate HR processes and employee programs

While both roles support employee well-being, the Employee Relations Assistant primarily focuses on employee relations support, whereas the HR Coordinator handles a broader range of HR functions, including recruitment and administration.

What job categories do people searching Employee Relations Assistant jobs in Rincon, GA look for?

The top searched job categories for Employee Relations Assistant jobs in Rincon, GA are:

What cities near Rincon, GA are hiring for Employee Relations Assistant jobs?

Cities near Rincon, GA with the most Employee Relations Assistant job openings:

Employee Relations Assistant jobs near you
Infographic showing various Employee Relations Assistant job openings in Rincon, GA as of September 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, and 3% Contract. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $58,255 per year, or $28 per hour.

Consultant, Employee Relations

GA • On-site

Hyundai Mobis
See more jobs at Hyundai Mobisexternal

Full-time

Posted 22 days ago

Hyundai Mobis rating

7.8

Company rating: 7.8 out of 10

Based on 29 frontline employees who took The Breakroom Quiz

Job description

Overview
The Employee Relations Consultant is responsible for providing leadership and guidance in Employee Relations to multiple MOBIS corporations in the U.S. and for planning Employee Relations work process standardization and optimization. Other significant duties include Planning the third-party intervention response strategy and a negotiation strategy with union, training, coaching, and consulting Employee Relations members in MOBIS corporations in the U.S.
Responsibilities
(To perform within this position successfully, the incumbent must be able to perform each essential duty satisfactorily. Other duties may be assigned.)
  • Manage the coordination and organization of labor relations activities, which may include contract administration, contract negotiations, grievance administration planning and discipline administration planning.
  • Facilitate scheduling and operation of Weekly ER Trend meetings with ER managers of MOBIS corporations in the U.S. and timely prepare reports and facilitate resolution of issues raised in meeting.
  • Research and prepare background information for collective bargaining negotiations including cost-effect analysis based on the knowledge and experience regarding hourly payroll.
  • Conduct research on union-related matters; analyze collective bargaining agreements to develop the interpretation of intent, spirit, and terms of contracts.
  • Assist in the development and application of employee relations strategies, policies, and practices.
  • Work with employee relations members of each corporation to identify and create innovative solutions to solve and prevent problems.
  • Provide advanced employee relations expertise and/or represents MOBIS's interests on matters covered by MOBIS's policies, procedures, guidelines, and practices, collective bargaining agreements, and applicable labor and employment laws/regulations.
  • Maintain a high level of confidentiality regarding all elements and interactions of the workplaces.
  • Develop and maintain databases, generating reports and utilizing data to make recommendations.
  • Develop, implements, and manages the Third-Party intervention response strategy, manage related training for all ER members of corporations.
  • Maintain relationships, and, if necessary, coordinate sharing of employee relations issues with all OEM automotive plants and suppliers including Mercedes, Nissan, Volkswagen, BMW, Subaru, Toyota, Nissan, KIA, and Hyundai
  • Prepare written reports, correspondence, and presentations to senior leadership as needed
  • Keep abreast of current legal, labor relations and industry trends
  • Lead by example by modeling compliance with all company policies.

AUTHORITY & SCOPE
This role operates within defined corporate policies and procedures and exercises judgment appropriate to its level of responsibility. The position may influence decisions related to functional operations, processes, or recommendations and escalate matters as required
Supervisory Responsibilities: No
Qualifications
(The requirements listed below are representative of the knowledge, skills, and/or ability required and preferred for this position.)
Required Education & Experience:
  • Bachelor's Degree (Labor Relations, Human Resources or related fields are preferred)
  • At least Five years of experience in an HR or Employee Relations role
  • Working knowledge of all aspects of employment law including State and Federal employment regulations

Required Knowledge, Skills & Abilities:
  • Ability to plan a negotiation strategy with union on collective bargaining and arbitrations.
  • Proven knowledge of union response strategies and techniques
  • Ability to develop executive level presentations and to implement strategic direction
  • Ability to investigate and resolve internal Team Member complaints
  • Ability to interpret the collective bargaining agreement
  • Ability to train, coach, and mentor ER members at all sites

Preferred Education & Experience:
  • Master's degree in human resources or related field
  • Professional Human Resources Certification (PHR or SHRM-CP or higher)
  • Working knowledge of workplace violence prevention, intervention, and resolution, and experience working with a Crisis Intervention Team
  • Working experience in unionized company (negotiation experience with UAW is preferred)
  • Payroll operation and auditing experience

Certificates, Licenses, and Registrations: None
Working Conditions:This position is primarily office-based and may require occasional travel or extended hours based on business needs. Reasonable accommodation may be provided to enable individuals to perform essential functions.

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