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Employee Relations In The Jobs in Indiana (NOW HIRING)

MORGAN FOODS INC

Labeling Supervisor

Austin, IN · On-site

Conduct labor and employee relations in accordance with Company policies, practices, and the Union contract agreement. * Understand and correctly administer applicable union contract provisions and ...

Guida's Dairy

Manager, Plant Operations

Richmond, IN · On-site

Maintain and promote positive employee relations in work environment * Maintain safe working ... The requirements herein are intended to describe the general nature and level of work performed by ...

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Employee Relations In The information

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

To thrive as an Employee Relations Specialist, you need a strong background in human resources, employment law, conflict resolution, and often a relevant degree such as HR management or business administration. Familiarity with HR information systems (HRIS), case management software, and sometimes certification like SHRM-CP or PHR is common. Exceptional interpersonal skills, discretion, and the ability to mediate sensitive issues set top performers apart. These competencies are crucial for fostering a positive workplace culture, ensuring legal compliance, and effectively resolving workplace conflicts.

What are the 4 pillars of employee relations?

The four pillars of employee relations are communication, trust, fairness, and conflict resolution. These elements help create a positive work environment, which is essential for roles like Employee Relations specialists to foster employee engagement and resolve workplace issues effectively.

What is the difference between Employee Relations In The vs HR Coordinator?

AspectEmployee Relations In TheHR Coordinator
Primary FocusManaging employee relations, conflict resolution, and workplace cultureSupporting HR functions, recruitment, onboarding, and administrative tasks
Required CredentialsBachelor's degree in HR, Business, or related field; HR certifications often preferredBachelor's degree; HR certifications are a plus but not mandatory
Work EnvironmentEmployee-focused, often in HR or Employee Relations departmentsAdministrative and support roles within HR teams
Employer UsageCommonly used in organizations emphasizing employee engagement and conflict managementUsed across various industries for HR support roles

While both roles are part of the HR ecosystem, Employee Relations In The primarily focuses on maintaining positive employee relations and resolving workplace issues. HR Coordinators support broader HR functions, including recruitment and administration. Understanding these differences helps in choosing the right career path or job search focus.

What are examples of employee relations in the workplace?

Employee relations in the workplace involve activities that foster positive interactions between employees and management, such as resolving conflicts, conducting performance reviews, implementing employee recognition programs, and facilitating open communication. These efforts help improve morale, engagement, and overall organizational culture. HR professionals often use policies, training, and feedback mechanisms to support effective employee relations.

What does an employee relations job do?

An employee relations job involves managing the relationship between an organization and its employees, addressing workplace issues, ensuring compliance with labor laws, and promoting a positive work environment. Professionals in this role often handle conflict resolution, conduct investigations, and develop policies to improve employee engagement and satisfaction.

What are employee relations in the workplace?

Employee relations refer to the efforts a company makes to manage relationships between employers and employees. This includes handling workplace conflicts, ensuring compliance with labor laws, promoting positive work environments, and maintaining open communication channels. The goal is to foster a productive, fair, and respectful workplace where concerns are addressed promptly. Effective employee relations help increase employee satisfaction, reduce turnover, and improve overall organizational performance.

How does an Employee Relations Specialist typically collaborate with HR and management teams to resolve workplace issues?

Employee Relations Specialists work closely with both HR and management to address employee concerns, mediate conflicts, and ensure compliance with company policies. They often facilitate meetings between employees and supervisors, provide guidance on disciplinary actions, and participate in investigations of workplace complaints. This collaborative environment requires strong communication skills and the ability to maintain confidentiality, as well as a deep understanding of employment laws and organizational culture. By acting as a neutral party, Employee Relations Specialists help foster a positive workplace environment and support fair decision-making.

What are the 5 key dimensions of employee relations?

The five key dimensions of employee relations are communication, trust, fairness, conflict resolution, and employee engagement. These elements help foster a positive work environment and improve organizational effectiveness. Employee relations professionals often focus on developing policies and practices that support these dimensions.
What are popular job titles related to Employee Relations In The jobs in Indiana? For Employee Relations In The jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Employee Relations In The jobs in Indiana look for? The top searched job categories for Employee Relations In The jobs in Indiana are:
What cities in Indiana are hiring for Employee Relations In The jobs? Cities in Indiana with the most Employee Relations In The job openings:
Employee Relations In The jobs near you
Employee Performance & Compliance Coordinator

Employee Performance & Compliance Coordinator

Indianapolis Public Schools

Indianapolis, IN • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Indianapolis Public Schools rating

6.2

Company rating: 6.2 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

389th of 577 rated elementary and secondary schools

Job description

TITLE: Employee Performance & Compliance Coordinator

WHO WE ARE:

Indianapolis Public Schools (IPS) is a student-focused, innovative educational organization committed to academic excellence. Our mission is to empower and educate all students to think critically, creatively, and responsibly, to embrace diversity, and to pursue their dreams with a purpose. We are a family of excellent public schools in which every student has the opportunity to succeed and the power to create their own future.

Led by forward-thinking leadership and our commitment to prioritizing students, racial equity, and authentic engagement with our families, team members, and communities, our staff have diverse opportunities to develop their careers in a challenging but rewarding environment. We are an organization for people who are passionate about education and who are committed to the Indianapolis community.


SUMMARY OF OPPORTUNITY:

Under the supervision of the Employee Relations Manager, the Employee Performance & Compliance Coordinator ensures compliance across the district pertaining to staff evaluations and performance. They will support the Americans with Disabilities Act (ADA) Coordinator in the interactive process for employees and are responsible for ensuring that performance management and compliance initiatives are handled with transparency, fairness, and a focus on IPS’ equity employment goals. They will provide expert guidance to supervisors and stakeholders to ensure that all staff evaluations and accommodation requests align with district policies and federal/state regulations.


WHAT YOU’LL DO:

Core Duties and Responsibilities

  • Staff Evaluation Compliance: Oversee the compliance initiatives, administration, and tracking of the district-wide evaluation process for both certified and classified personnel. This includes ensuring objective, fair, and compliance-driven practices.
  • Cross-Departmental Collaboration: Collaborate with the Professional Learning team and other applicable stakeholders to ensure that evaluation outcomes inform future professional development opportunities and coaching plans.
  • Training & Development: Develop and deliver training to stakeholders regarding the proper administration of evaluation procedures, ADA compliance, equitable performance practices, and other necessary communication from Employee Relations.
  • ADA Compliance: Assist the district ADA Coordinator in leading reasonable accommodation conferences and ensuring the district meets its legal obligations under disability law.
  • Compliance & Background Oversight: Manage the background check process for current employees to ensure ongoing eligibility and safety compliance in alignment with district and state regulations.
  • Equity Integration: Collaborate with the Employee Relations Equity Manager to review evaluation data and policies, assessing the extent to which they support or hinder IPS’ equity employment goals.
  • Policy Guidance: Provide expert counsel to supervisors and other stakeholders on the application of IPS policies and protocols as they relate to performance and compliance initiatives.
  • Conflict Resolution: Assist with resolving workplace conflicts through de-escalation, coaching, and mediation, particularly in circumstances involving performance or disability concerns.
  • Recordkeeping: Maintain confidential files and detailed recordkeeping regarding evaluations, ADA accommodations, and all other ER related matters.
  • Perform other duties as assigned.

“Day In the Life” Overview

On a regular day in this role, you might:

  • Analyze data related to staff evaluations to identify potential trends or growth opportunities for equitable practices.
  • Develop and facilitate training and workshops for principals and supervisors related to staff evaluation compliance.
  • Consult with the Employee Relations Equity Manager to ensure that performance targets elevate and support equity in the workplace.
  • Review and process new ADA requests for reasonable accommodation.
  • Coach a supervisor through a difficult conversation regarding employee performance or conduct while ensuring objective standards are met.
  • Conduct an audit of background check renewals for existing staff to ensure 100% compliance with district safety protocols.


WHAT YOU’LL BRING: SKILLS AND MINDSETS

  • Confidentiality: Ability to make effective decisions regarding highly sensitive medical and performance information and maintain strict discretion.
  • Presentation & Facilitation: Ability to design and deliver engaging, clear, and persuasive presentations to diverse groups, including school leadership and district staff, ensuring complex compliance and performance information is easily understood and actionable.
  • Communication Skills: Effective verbal and written communication skills adaptable to suit different audiences, including legal counsel and frontline staff.
  • Problem Solving: Ability to identify and resolve complex problems independently while maintaining reason in emotional or volatile circumstances.
  • Regulatory Knowledge: Working knowledge of HR best practices and federal/state laws, specifically ADA, FMLA, and EEOC.
  • Systems Thinking: Capacity to follow and provide guidance around policies and procedures to ensure organizational, state, and federal compliance.
  • Technical Proficiency: Demonstrated ability to manage and leverage HR platforms (e.g., MUNIS) and performance management software to ensure data integrity, automate compliance tracking for background checks, and generate actionable reports on district-wide evaluation trends.


EDUCATION, CERTIFICATION, AND LICENSURE REQUIREMENTS

  • Bachelor’s degree or higher in Human Resources, Business Administration, Legal Studies, or a related field required.
  • 3-5 years of related experience in Human Resources or Employee Relations preferred.
  • PHR, SPHR, and/or JD preferred.

What Indianapolis Public Schools employees say

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