Employee Relations Specialist III

Inside the Role

The Employee Relations Specialist III provides experienced operational HR business partner and generalist support to leaders and employees. The role coordinates employee relations programs; advises on employment law, performance management, discipline, HR practices and company policy; conducts workplace investigations; resolves employee concerns and disputes; and supports compliant, consistent people practices. The specialist builds trusted relationships, coaches managers and employees, supports organizational change, and delivers responsive customer service while maintaining strict confidentiality.

This role will be a key part of the Project Team being set up to organize and staff our new U.S. truck assembly plant. This role will require extensive travel and will eventually require relocation to the new plant location.

Posting Information

We provide a scheduled posting end date to assist our candidates with their application planning. While this date reflects our latest plans, it is subject to change, and postings may be extended or removed earlier than expected.

We Take Care of Our Team

Position offers a starting salary range of $95,000 - $121,000 USD

Pay offered dependent on knowledge, skills, and experience

Benefits include annual bonus program; 401k company contribution with company match up to 6% as well as non-elective company contribution of 3 - 7% depending on age; starting at 4 weeks paid vacation; 15 calendar holidays; 8 weeks paid parental leave; employee assistance program; comprehensive healthcare plans and wellness programs; onsite fitness (at some locations); tuition assistance and volunteer paid time off; short-term and long-term disability plans.

What You Drive at DTNA

• •Lead or participate in short- and long-term HR or cross-functional projects and work streams.
• •Coordinate with key cross-functional teammates to help develop the new plant strategy and meet key plant delivery timelines across all HR deliverables.
• •Assist with developing the recruiting strategy for the new plant and support its implementation with internal and external recruiting partners
• •Coordinate employee relations programs and practices to support consistent policy application and legal compliance.
• •Research, assess and respond to employee questions, concerns, complaints and grievances; recommend appropriate resolution methods.
• •Conduct fair, timely and well-documented workplace investigations and support disciplinary and corrective-action processes.
• •Advise and coach managers on performance management, employee development, engagement, discipline, HR practices and company policy.
• •Develop, administer and improve HR policies, procedures, grievance processes and exit-interview practices.
• •Maintain accurate, confidential employee-relations records, case documentation and related reporting.
• •Interpret and administer EEO and Affirmative Action programs; support training, data collection, reporting and resolution of related concerns.
• •Monitor applicable federal, state and local employment requirements and help ensure adherence to company, government, labor and industry regulations.
• •Support organizational change by anticipating workforce impacts, identifying management needs and recommending implementation actions.
• •Build and maintain productive relationships with management, employees, applicants, recruitment sources and other stakeholders.
• •Support recruiting, hiring, onboarding, succession planning and the consistent execution of interview policies and procedures.
• •Facilitate orientation and location-specific programs and deliver training on performance management, anti-harassment, FMLA, EEO and related HR topics.
• •Gather and use workforce data to support recommendations, strategic decisions, plans and continuous improvement.
• •Serve as a resource and guide for less-experienced colleagues and contribute to standards and practices used by others.
• •Perform other related duties as assigned in support of business and employee needs.

Knowledge You Should Bring

• •Bachelor’s degree in Human Resources, Human Relations, Industrial Relations, Labor Relations, Business Administration or a related discipline.
• •5–7 years of relevant experience, including direct Employee Relations or HR Generalist experience.
• •Demonstrated experience conducting workplace investigations and handling sensitive employee matters with strict confidentiality.
• •Working knowledge of federal, state and local laws, regulations and court decisions applicable to employee relations.
• •Experience or significant project exposure in at least two HR disciplines such as employee relations, recruiting, benefits, labor, compensation, training or organizational development.
• •Strong verbal and written communication skills, sound judgment, analytical problem solving and the ability to handle complex issues with minimal guidance.
• •Ability to advise management, build partnerships, deliver high-quality customer service and influence stakeholders across functions.
• •Ability to gather, analyze and apply data to support decisions, recommendations and plans.
• •Proficiency with Microsoft Office applications and the ability to prepare clear case documentation, reports, presentations and training materials.
• •Ability to manage competing priorities and lead projects or work streams within broader initiatives.
• •Strong verbal and written communication skills, sound judgment, analytical and problem-solving skills, and the ability to handle complex issues with minimal guidance.
• •Ability to advise management, build partnerships, deliver high-quality customer service and influence stakeholders across functions.
• •Ability to gather, analyze and apply data to support decisions, recommendations and plans.
• •Ability to manage competing priorities and lead projects or work streams within broader initiatives.

Exceptional Candidates Might Have

• •Master’s degree in Industrial Relations, Human Resources, Business Administration or a related discipline.
• •Professional HR certification such as PHR or SPHR; coaching certification is also valued.
• •Project-management experience and prior implementation or training experience with performance-management tools and HR processes.
• •Broader experience in recruiting, training, investigations, policy application and process development.
• •Demonstrated coaching, facilitation and change-management capability.

Where We Work

This position is open to applicants who can work in (or relocate to) the following location(s)-

Fort Mill, SC US, Portland, OR US. Relocation assistance for this position is available when the selected candidate meets eligibility criteria.

Schedule Type:

Hybrid (4 days per week in-office / 1 day remote). This schedule builds our #OneTeamBestTeam culture, provides an unparalleled customer experience, and creates innovative solutions through in-person collaboration.

At Daimler Truck North America, we recognize our world is changing faster than ever before. By listening to the needs of today, we’re building to solve with cutting-edge solutions in sustainability and future driving technology across electric, hydrogen and autonomous. These solutions, backed by years of innovative success and achievement, continue DTNA’s legacy as the undisputed industry leader. Our evolving brand portfolio is second to none, including Freightliner Trucks, Western Star, Demand Detroit, Thomas Built Buses, Freightliner Custom Chassis, and Financial Services. Together, we work as one team towards our envisioned future – building a cleaner, safer and more efficient tomorrow for all.

That is what we are working toward - for all who keep the world moving.

U.S. Visa sponsorship available if you qualify under the following:

• •Hold a valid existing Visa (L1A, L1B, L2, TN, H1B, H4 EAD, OPT EAD, CPT)
• •Daimler Truck North America employees working under an existing U.S. Daimler Truck North America Visa
• •Those eligible for a TN Visa (Canadian or Mexican Na