HR Employee Relations Officer

Problem

Employee relations is often reduced to processing exit paperwork or filing grievance notes, which delays offboarding signals, weakens exit interviews, and leaves care programs without measurable follow-through. This skill structures eNPS, grievance mediation, exit management, EAP referral, labor-risk scanning, and ER dashboards into repeatable workflows for COE or HRBP teams.

Workflows

• Satisfaction and eNPS: questionnaire design, anonymity checks, open-ended coding, top-three action items, and quarterly pulse review.
• Offboarding: amber/orange/red alerts, exit interviews, knowledge handoff, non-compete ledgers, and alumni records.
• Grievance and care: tiered response, EAP referral, and logging only “referred” to protect counseling privacy.
• Risk and dashboards: consolidate EHR, performance, grievance, and exit data into attrition breakdowns, key-talent warnings, and monthly ER reports.

Boundaries

Arbitration, litigation, or suspected violations should be routed to legal compliance. Exit interviews still require human listening, empathy, and confirmation. Before using AI, redact names, salaries, ID numbers, and other PII; verify eNPS, attrition rates, and other numeric conclusions manually.