Employee Relations Specialist - Remote

Company Summary

If you are searching for a fulfilling place to develop your career and an opportunity to make a difference in helping others, then keep reading on. Here at AAC, we have a progressive culture; we listen to your ideas, value a work/life balance, invest in education, and we foster trust and respect for all individuals. Our exceptional comp and strong benefits include company matching 401K, medical, dental, vision and life insurance. We are looking for our future leaders, who are not only going to fill the qualifications for this job description, but who are going to exceed expectations. Be a part of a team whose mission is to provide quality, compassionate, and innovative care to adults struggling with addiction and co-occurring mental health disorders. Our purpose and passion are to empower patients, their families, and our communities by helping individuals achieve recovery and optimal wellness of the mind, body, and spirit.

Job Summary:

The Employee Relations Specialist is responsible for managing employee relations (ER) across American Addiction Center’s field operations, spanning both the East and West divisions. This role serves as a trusted resource and advisor to supervisors and operational leaders, guiding them through ER concerns, investigations, corrective actions, and separations in a fair, compliant, and consistent manner.

Reporting to the Senior HR Business Partner, the ER Specialist plays a critical role in ensuring that employee matters are handled professionally, timely, and in alignment with AAC’s mission and behavioral health standards. This role also supports the centralization and organization of ER documentation to ensure readiness for audits, surveys, and internal consistency.

Key Responsibilities:

Employee Relations: Case Management (60-70%)

• Serve as the primary point of contact for employee relations issues across field locations.
• Conduct thorough and unbiased investigations into complaints, including those received through AAC’s compliance hotline and promote awareness of AAC’s compliance hotline to staff and leadership.
• Document investigative findings clearly and provide recommendations in accordance with AAC policy and applicable employment laws.
• Centralize and maintain investigation records, corrective actions, and supporting documentation to ensure consistency, transparency, and audit-readiness.
• Track and manage open ER matters to ensure timely follow-up and resolution.
• Maintain confidentiality, neutrality, and professionalism in all casework.

Employee Relations: Separation & Offboarding Support (10-15%)

• Serve as a key partner in the offboarding process, including planning and advising on voluntary and involuntary separations.
• Be present in all separation meetings in partnership with operational leadership and Senior HR Leadership as applicable.
• Participate in trend analysis to identify root causes of separations and escalate concerns to HR leadership.
• Partner with Senior HR Leadership to develop automated/in-person exit interviews based on a standardized methodology; assess trends with Senior HR and Facility Leadership.

Metrics, Reporting & Compliance Analytics: (~5-10%)

• Develop and maintain ER metrics dashboards (i.e., case volume, resolution time, corrective action trends).
• Monitor and analyze data to identify workplace climate or culture issues; collaborate with HR and Field leadership to integrate solutions via AAC’s Service Excellence Initiative.
• Partner with the HRIS team to ensure accurate tracking of ER cases and separation reasons in UKG Pro.

Employee Relations: Training & Support (5-10%)

• Support the delivery of ER-related training for front-line supervisors and leaders on key topics such as conduct expectations, corrective action procedures, and appropriate documentation; includes newly hired or promoted supervisors, and existing supervisors on an annual basis, or as needed per senior operational leadership.
• Partner with the HR team to develop quick-reference tools and guidance resources to support performance management and compliance-focused leadership.
• Build leader capability by providing real-time coaching on conflict resolution, documentation, and effective communication.

Policy & Process Optimization (5%)

• Review and recommend updates to policies and procedures related to corrective action, workplace behavior, and complaint resolution.
• Identify gaps in internal ER processes and propose streamlined, legally sound solutions (i.e., documentation templates, escalation workflows).
• Via collaboration with Sr. HRBP, partner with Legal and Compliance to ensure alignment between employment practices and external regulatory standards.
• Other Duties as Assigned by Sr. HRBP:
• Assist with the preparation and response to state licensing surveys, CARF and TJC audits, or other external regulatory reviews as needed.(other/as needed).
• Conduct stay interviews within departments experiencing high ER activity or attrition.

Qualifications:

Education & Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Minimum of 3-5 years of complex, hands-on employee relations or Senior HR generalist experience; experience in a multi-location healthcare or behavioral health environment required.
• Familiarity with CARF, TJC, or other accreditation/state regulatory standards impacting people operations.
• SHRM-CP, PHR, or higher-level HR certification is required.
• Solid knowledge of federal and state employment laws and regulations.
• Strong interpersonal skills and ability to handle difficult conversations with empathy and clarity.
• Excellent judgment, discretion, and commitment to maintaining confidentiality.
• Proficiency with HRIS systems (e.g., UKG Pro) and case management tools preferred.

Physical Requirements

AAC is committed to principles of equal opportunities for all employees.  The Company will provide reasonable accommodations that are necessary to comply with State and Federal disability discrimination laws.

• Prolonged sitting at a desk
• Must be able to lift 15 pounds at a time

American Addiction Centers is an equal opportunity employer.  American Addiction Centers prohibit employment practices that discriminate against individuals or groups of employees based on age, color disability, national origin, race, religion, sex, sexual orientation, pregnancy, veteran or military status, genetic information or any other category deemed protected by state and/or federal law.