Remote Virtual Employee Relations Jobs (NOW HIRING)

EMPLOYEE RELATIONS INTAKE, CASE MANAGEMENT & RESOLUTION

• • Serve as a primary point of contact for employee relations inquiries, concerns, and complaints; assess risk, urgency, and next steps using a consistent triage approach.
  • Use the designated ER case management system to log intake, actions, timelines, outcomes, and follow-up steps; maintain accurate, confidential, and audit-ready case files. 
  • Provide timely and practical guidance to leaders, HR partners, and People leaders on appropriate interventions, including informal resolution, coaching, corrective action, investigation, escalation, or Legal partnership.
  • Maintain visible ownership of open cases, follow through on next steps, and ensure matters do not stall between HRBPs, Operations, Legal, Compliance, or other stakeholders.
  • Apply a multi-state lens to case handling and know when local employment law, policy differences, licensing obligations, or regulatory concerns require additional escalation.

• • Conduct prompt, neutral, and well-documented investigations into workplace misconduct, harassment, discrimination, retaliation, policy violations, performance-related complaints, and other sensitive employee relations matters.
  • Build investigation plans, conduct interviews, gather and assess relevant facts, evaluate documentation, and draft clear summaries, findings, and recommendations that are objective and defensible.
  • Apply confidentiality appropriately and consistently, protecting privacy while maintaining a fair process and limiting disclosures to legitimate need-to know stakeholders.
  • Escalate high-risk or highly sensitive matters promptly to ER leadership, Legal, Compliance, or executive stakeholders when required.
  • Maintain investigation quality through discipline documentation, timely updates, and consistent application of process across markets.

• • Coach leaders on performance management, respectful workplace expectations, non-retaliation, documentation quality, progressive discipline, and appropriate handling of complaints or conduct concerns.
  • Review and strengthen corrective action and performance documentation for clarity, consistency, and policy alignment; identify and flag uneven practice or emerging risk patterns.
  • Partner with HRBPs and Operations leaders to address issues early and reduce avoidable escalation into more complex investigations or legal risk.
  • Support consistency in how similar issues are handled across programs and markets while accounting for differences in state law, risk level, and business context.

• • Support adherence to federal, state, and local employment laws as well as Clarvida policy standards; partner with Legal and Compliance as needed for higher-risk matters.
  • Partner with Legal on sensitive investigations, corrective action recommendations, agency responses, or matters with potential litigation exposure to ensure sound process and defensible documentation.
  • Support audits, external inquiries, or internal reviews when assigned, ensuring records are accurate, complete, and coordinated on time.
  • Recognize trends in retaliation risk, policy inconsistency, poor documentation, or delayed response, and bring those forward before they become larger exposure. 

• • Contribute to the refinement and communication of workplace policies, investigation tools, ER playbooks, and manager guidance resources.
  • Support ER training initiatives for leaders and employees, including respectful workplace practices, retaliation prevention, investigation process awareness, and documentation discipline.
  • Track case themes and trends such as case types, repeat issues, aging, or time-to-resolution, and recommend interventions that strengthen culture, improve consistency, and reduce risk.
  • For internal calibration, successful ER Specialists are expected to combine strong judgment, neutral fact-finding, high documentation standards, and reliable execution without drifting into either over-escalation or avoidable informality.
  • Other Duties as assigned. 

• PHR, SPHR, SHRM-CP, SHRM-SCP, or AWI-CH (Association of Workplace Investigators Certified Investigator) certification.
• Experience in behavioral health, mental health, healthcare, social services, or a highly regulated direct-care environment.
• Experience with CA PAGA claims, class action ER exposure, or multi-plaintiff agency charges.
• Bilingual Spanish/English preferred.
• Experience with mandatory reporting obligations for child abuse, elder abuse, or dependent adult abuse in any state.