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Employee Relations and HR Compliance Specialist at K12 Services in Herndon, Virginia

Posted in Human Resources 30+ days ago.

Type: Full-Time





Job Description:

 



Over 20 years ago, Stride was founded to provide personalized learning — powered by technology. We reached students where they were in their own journeys. We knocked down their barriers to great education. And we gave every learner equal opportunity to succeed — however they defined success. Stride innovated the learning experience with online and blended learning that prepared them for their lives ahead.


Stride is a community of passionate leaders.  Whether teachers, engineers, curriculum writers, or financial managers — whatever your expertise or role, we all work to empower futures through learning. And changing the trajectory of learning itself is one of our greatest missions.  Join us in developing more effective ways to learn and helping learners build the skills and confidence they need to make their way forward in life.


Under the Supervision of the Senior Manager of Human Resource Compliance, the Employee Relations and Compliance Specialist - Human Resource is responsible for addressing employee relations issues, investigating complaints.  This role is the primary point of contact for time-sensitive employee dispute resolution with hands-on investigatory responsibilities.   This person also supports the broader Human Resource Compliance function through audits, training, state-reporting, projects, and process improvements.


Essential Functions:  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.


Employee Relations



  • Oversees complex and highly sensitive Employee Relations cases including dispute resolution, consultation, and recommendations for staff conflicts, policy disputes, or employee grievances.

  • Conducts investigations to determine the validity of employee misconduct claims, or violations of company policies or procedures.

  • Skilled at conducting complainant and witness interviews; coordinating and analyzing data; determining the scope of an investigation; reaching unbiased evidence-based conclusions; and identifying any necessary remediation.  

  • Prepares and presents findings in written reports, and in presentations appropriate to the audience including Senior Human Resource Compliance Manager, Human Resource Business Partners, and business unit leaders.

  • Maintains comprehensive Employee Relations logs, database, and files. Identifies trends and opportunities to proactively prevent or mitigate employee relations issues. 

  • Analyzes the development needs of teams and conducts compliance and employee relations training for proactive issue mitigation.

Compliance Duties



  • Handles escalations on corporate background check screening decisions, and supports compliance with state-mandated background screenings.

  • Conducts employee file audits for corporate, and mergers and acquisitions. Ensures compliance with internal protocols, and industry practices.

  • Reviews and updates standard operating procedures. Revises procedures or reports in response to risks and non-conformity concerns.

  • Monitors employee-related legislative and regulatory changes and/or developments and ensures changes to rules and regulations are operationalized within Human Resources including policies, practices, and procedures.

  • Updates model documents to ensure school-related businesses are compliant with Human Resource policies, regulations, and procedures.

  • Provides support to existing Human Resources Compliance Administrator on compliance projects and initiatives including meeting state reporting deadlines, client requests, and tracking demographic data.

  • Ensures any necessary compliance remediation occurs by appropriate stakeholders.

  • Provides support on policy and procedure questions.

  • Other duties as assigned.

Supervisory Responsibilities:  This position does not supervise people; however, the person in this role will be a strong subject matter expert responsible for leading projects and making independent decisions.


 Minimum Required Qualifications



  • Bachelor’s degree in a related field AND

  • Five (5) years of experience in Human Resources AND

  • Two (2) years of direct experience in employee relations and / or corporate investigations OR

  • Equivalent education and experience

Other Required Qualifications



  • This position is required to maintain the highest levels of discretion, confidentiality, and professionalism.

  • Experience as a self-starter with time-management and organizational skills, who effectively manages multiple tasks, achieves results independently, and possesses excellent writing and documentation skills with attention to detail and accuracy.

  • Ability and experience to work independently to lead employee relations inquiries, investigations, and compliance projects.

  • Demonstrated ability to handle a variety of employee relations matters with a high degree of professionalism, credibility, and diplomacy.

  • Maintains professionalism in emotionally charged situations.

  • Takes a consultative style and approach with proven ability to develop credible relationships while reaching evidence-based conclusions.

  • Excellent communication (written and verbal) and interpersonal skills.

  • Excellent follow-through skills and the ability to anticipate and address business needs proactively.

  • Maintain a lead by example approach related to Ethics and Compliance protocols.

  • Strong analytical, problem-solving, and project management skills.

  • Ability to see trends across multiple data sets.

  • Ability to travel 10% of the time.

  • Experience with Microsoft Office Products including MS365 - Web proficiency.

  • Ability to clear required background screening.

Desired Qualifications



  • SHRM-CP, PHR, Alternative Dispute Resolution, or Conflict Management Certification(s)

  • Experience in the EdTech field, preferably in the online education delivery.

  • Experience in an organization with multiple employment relationships.

Work EnvironmentThis is a remote, home-based position.  The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.



  • This is a home based position.  This position is open to residents of, and may be performed remotely from Washington, D.C., and from any state except Colorado

The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor.  All employment is “at-will” as governed by the law of the state where the employee works.  It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer. 


Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age,, or genetics, or any other characteristic protected by law.



Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

See job description





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