POSITION SPECIFIC DUTIES & RESPONSIBILITIES:
Employee Relations
- Manage, advise on, and resolve complex employee relations issues, including conflict resolution, misconduct investigations, performance concerns, progressive discipline, and terminations.
- Conduct thorough, objective, and timely investigations and provide clear recommendations aligned with organizational policy and legal requirements.
- Clarify, interpret, and consistently apply People/HR policies, procedures, and standard operating practices.
- Serve as a resource for managers and employees during sensitive situations, including workplace conflict, accommodations, and emergency-related employee matters.
- Provide HR guidance related to organizational restructures, staffing changes, and workforce planning efforts.
Portfolio Coaching & Leadership Support
- Partner closely with leaders to strengthen management capability and support sound, compliant people decisions.
- Provide day-to-day guidance on performance management, including coaching, consulting, career development, corrective action, and employee engagement strategies.
- Work with leaders to improve work relationships, morale, productivity, and employee retention within assigned business units.
- Conduct regular meetings with program leaders to discuss people priorities, emerging risks, and organizational health.
Strategic Problem Solving & Data Analysis
- Analyze employee relations trends, engagement indicators, and workforce metrics to identify root causes and recommend proactive solutions, programs, or policy enhancements.
- Use data-driven insights to inform leadership on current trends, emerging risks, and future people-related opportunities or challenges.
- Build strong cross-functional partnerships to assess the people impact of new initiatives, operational changes, or organizational priorities.
Policy Development & Compliance
- Provide recommendations for the development, refinement, and implementation of HR policies aligned with industry best practices and organizational values.
- Ensure leaders and employees understand and consistently apply policies and procedures.
- Maintain in-depth knowledge of employment laws and regulations related to day-to-day people management, reducing organizational risk and supporting compliance.
- Partner with internal stakeholders, including legal and HR colleagues, as needed to address complex compliance matters.
Collaboration, Culture & Continuous Learning
- Actively contribute to the HR/People team through collaboration, knowledge sharing, and participation in team and department meetings.
- Embrace and support diversity, equity, inclusion, and belonging efforts that strengthen organizational culture.
- Engage in ongoing professional development and seek feedback to enhance effectiveness and impact as a strategic HR partner.
QUALIFICATIONS
Education:
- Bachelor's degree in Human Resources, Business or related field required.
- Master's degree or MBA preferred.
EXPERIENCE:
- Minimum of 4 years of experience handling complex employee relations matters
PERFORMANCE COMPETENCIES:
- Communication
- Decision Making
- Engagement
- Initiative and Accountability
- Interpersonal
- Learning
- Organizational Alignment
- Quality of Work
KNOWLEDGE/SKILLS/ABILITIES:
- Consultative, coaching, and influencing capabilities with the ability to partner effectively with leaders at all levels
- Clear and effective verbal and written communication skills
- Demonstrated discretion, sound judgment, and professionalism in handling sensitive matters
- Analytical, problem‑solving, conflict resolution, and decision‑making capabilities
- Ability to interpret and apply employment laws, policies, and organizational procedures
- Demonstrated success managing complex employee relations issues
- Effective interpersonal and relationship‑building skills across diverse stakeholder groups
- General benefits knowledge, including the ability to explain programs at a high level, collaborate with benefits specialists or vendors, and support employees and leaders with benefits‑related questions, escalations, and life‑event considerations
- Broad HR generalist knowledge across core functions such as onboarding, employee lifecycle management, performance processes, leaves of absence, and HR compliance to support day‑to‑day people operations
CERTIFICATIONS/LICENSES:
- SHRM-CP, SHRM-SCP or PHR, SPHR certification preferred
OTHER INFORMATION
SAFETY SENSITIVE JOB CLASSIFICATION:
This job is classified as a "safety-sensitive" position as defined by the Oklahoma Medical Marijuana and Patient Protection Act. Due to the "safety-sensitive" classification, an employee in this position would be subject to drug and alcohol testing, including random testing. Marijuana is one of the substances included in the drug panel screening. Possession of a medical marijuana license will not excuse you from the testing process or the consequences of testing positive for marijuana per the Family & Children's Services Drug Free Workplace Policy, including possible revocation of a job offer or dismissal from employment.