The Employee Relations Specialist serves as the primary resource for employee relations matters by providing guidance, consultation, and support to leaders and employees on workplace and performance issues, policy interpretation, investigations, conflict resolution, and employment practices. This role partners closely with Human Resources Business Partners, Legal and business leaders to promote a positive work environment while ensuring consistent application of company policies and compliance with employment laws. The Employee Relations Specialist exercises sound judgment, maintains confidentiality, and provides practical solutions that align with organizational values and business objectives.
Essential Duties & Responsibilities:
- Serve as the primary resource for employee relations matters across the enterprise for all employees.
- Serve as the Human Resources subject matter expert for employee relations, workplace investigations, corrective action, performance improvement documentation, and employment risk management while partnering with Human Resources Business Partners to provide consistent guidance and support to leaders.
- Serves as a key partner to UFG’s Legal Department in managing complex employee relations matters, including workplace investigations, ethics hotline reports, and concerns related to policy violations, harassment, discrimination, retaliation, and employee complaints.
- Prepare investigation summaries, findings, recommendations, and supporting documentation while maintaining confidentiality.
- Maintain accurate case documentation and reporting while ensuring compliance with company record retention practices.
- Applies sound judgment in collaboration with Legal to interpret employment laws, company policies, and HR procedures, driving consistent, fair, and legally compliant outcomes.
- Build trusted partnerships with leaders, Human Resources Business Partners, and cross-functional stakeholders while balancing employee advocacy with business needs.
- Consult with leaders and Human Resources Business Partners regarding workplace concerns, employee conduct, policy interpretation, and complex employment matters.
- Monitor employee relations trends and recommend proactive strategies to improve leadership effectiveness, employee engagement, and workplace culture.
- Assist with organizational restructures, workforce transitions, and reduction-in-force activities by providing employee relations expertise and risk assessment.
- Support unemployment claims, administrative agency responses, and employment-related documentation.
- Identify opportunities to improve Human Resources policies, procedures, manager resources, and employee relations practices.
- Develop and facilitate manager training on employee relations topics, including workplace investigations, performance documentation, corrective action, policy application, and leadership best practices.
- Perform other duties as assigned.
Education:
- Bachelor’s degree in human resources, business administration, or a related field required.
- Professional Human Resources certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
Experience:
- 7+ years of progressive Human Resources experience with significant responsibility in employee relations, workplace investigations, performance management, and employment law.
- 3+ years of Human Resources experience within a property and casualty insurance carrier required.
- Experience conducting independent workplace investigations and managing complex employee relations matters.
- Experience partnering directly with business leaders and Human Resources Business Partners and Legal to resolve complex employment issues.
- Demonstrated experience interpreting employment laws, managing employment risk, and applying Human Resources policies consistently across an organization.
Knowledge, skills & abilities:
- Thorough knowledge of employee relations principles, workplace investigations, employment law, and Human Resources best practices.
- Strong understanding of federal, state, and local employment laws and regulatory requirements.
- Working knowledge of property and casualty insurance operations, organizational structures, and business functions.
- Excellent investigative, interviewing, documentation, and analytical skills.
- Strong conflict resolution, mediation, and problem-solving abilities.
- Ability to assess employment risk and provide practical, business-focused recommendations.
- Strong consultative and relationship-building skills with the ability to influence leaders and collaborate effectively with Human Resources Business Partners.
- Excellent written, verbal, and interpersonal communication skills.
- Ability to manage highly sensitive and confidential information with professionalism and discretion.
- Strong organizational skills with the ability to manage multiple priorities and competing deadlines.
- Proficiency with Human Resources information systems, Microsoft Office applications, and case management documentation.
- Ability to exercise sound judgment while balancing legal compliance, employee experience, and business objectives.
Location:
- This position may be full-time in a UFG facility, hybrid (flexible between office and home) or fully remote.
Pay Transparency Statement:
UFG Insurance is committed to fair and equitable compensation practices. The base salary range for this position is $103,000 – $136,000 annually, which represents the typical range for new hires in this role. Individual pay within this range will be determined based on a variety of factors, including relevant experience, education, certifications, skills, internal equity, geography and market data.
In addition to base salary, UFG Insurance offers a comprehensive total rewards package that includes:
- Annual incentive compensation
- Medical, dental, vision & life insurance
- Accident, critical Illness & short-term disability insurance
- Retirement plans with employer contributions
- Generous time-off program
- Programs designed to support the employee well-being and financial security
This pay range disclosure is provided in accordance with applicable state and local pay transparency laws.