HR Specialist Training and Employee Relations

Job Summary:
- Oversee the development and implementation of performance improvement plans for employees, fostering a learning environment that encourages growth and excellence.
- The role is dedicated to enhancing and sustaining a positive work culture and streamlined processes by ensuring that HR practices comply with labor laws and regulations.

Job Responsibilities:
HR training specialist is responsible for designing, implementing, and evaluating training programs within an organization.
1. Needs Assessment: Analyze training needs through surveys, interviews, and performance reviews to determine the skills and knowledge gaps.
2. Program Design: Develop training materials and curricula tailored to the organization's goals and employees' needs.
3. Facilitation: Conduct training sessions, workshops, and seminars, using various instructional techniques and technologies.
4. Evaluation: Assess the effectiveness of training programs through feedback, assessments, and performance metrics to ensure continuous improvement.
5. Collaboration: Work with department heads and other stakeholders to align training initiatives with organizational objectives.
6. Administration: Manage training logistics, including scheduling sessions, coordinating resources, and maintaining training records.
7. Coaching and Support: Provide ongoing support and coaching to employees post-training to reinforce learning and application.

HR Employee Relations specialist involves managing the relationship between the organization and its employees to ensure a positive and productive work environment.
1. Conflict Resolution: Address and mediate workplace disputes and grievances between employees or between employees and management.
2. Policy Development: Create, update, and communicate employee relations policies, ensuring compliance with labor laws and regulations.
3. Investigations: Conduct investigations into employee complaints or misconduct, documenting findings and recommending appropriate actions.
4. Training: Provide training for managers and employees on conflict resolution, and company policies.
5. Compliance: Ensure the organization adheres to employment laws and regulations, reducing the risk of legal issues.
6. Exit Interviews: Conduct exit interviews to gather feedback from departing employees and identify areas for improvement.
7. Support and Counseling: Offer support to employees experiencing workplace issues, providing resources and referrals as needed.

Job Qualifications:
1. Education: A bachelor’s degree in Human Resources, Education, Business Administration, Psychology, or a related field. A master’s degree or relevant certifications can be a plus.
2. Experience: Previous experience in adult learning, corporate training, instructional design, or a related field is often required, with at least 2 years of exposure. Has strong understanding of labor laws and regulations that has experience in conflict management and due process and its procedural guidelines
3. Technical Skills: Proficiency in learning management systems (LMS), e-learning tools, and other training technologies (e.g., PowerPoint, video editing software). Strong understanding of labor laws, regulations, and compliance issues to ensure the organization adheres to legal standards.
4. Communication Skills: Strong verbal and written communication skills for effective presentation and reporting.
5. Interpersonal Skills: Ability to build relationships, facilitate discussions, and work collaboratively with diverse groups.
6. Organizational Skills: Excellent planning and organizational abilities to manage multiple training programs and projects simultaneously.
7. Analytical Skills: Ability to assess training needs, evaluate program effectiveness, and use data to inform decision-making.
8. Problem-Solving Skills: Strong critical thinking and problem-solving abilities to address complex employee relations issues and develop effective solutions.
9. Adaptability: Flexibility to adjust training methods and materials based on participant feedback and evolving organizational needs.
10. Confidentiality: Commitment to maintaining confidentiality and handling sensitive information with discretion.
11. Certifications: Professional certifications such as Certified Professional in Learning and Performance (CPLP), Certified Human Resource Associate (CHRA) or similar is preferred.