Employee Relations Specialist

HHAeXchange is the leading technology platform for home and community-based care. Founded in 2008, HHAeXchange was born out of an idea to create a fully comprehensive end-to-end homecare solution to help people who are aging or have disabilities thrive in their homes and communities. Our employees are passionate about transforming the healthcare space by building the only homecare ecosystem that fully connects patients, personal care providers, managed care organizations, and states. 

The Employee Relations Specialist is the embedded employee relations partner for the Technical Customer Care (TCC) organization, a high-volume frontline support environment operating 24 hours a day. This role independently owns employee relations matters from intake through resolution and serves as the primary point of contact for TCC leaders navigating performance, conduct, attendance, and workplace concerns. 

This is an execution-focused role centered primarily on employee relations work. The person in this seat is expected to move matters forward decisively, coach leaders through difficult situations without over-escalating, and over time help reduce overall ER volume through stronger consistency, proactive coaching, and operational discipline. Approximately 75% of the role will focus on employee relations execution at the outset. 

This role operates onsite in the Minnesota office and is part of the centralized People and Culture team, aligned to HR strategy, policies, and priorities set by the Senior HRBP. 

This is a full-time, onsite role with occasional travel to Miami and other future office locations. 

To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily with or without reasonable accommodation. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

Employee Relations  

• Serve as the primary onsite employee relations owner for TCC, independently managing employee relations matters from intake through resolution.  

• Conduct investigations into workplace concerns including conduct, harassment, attendance, policy violations, interpersonal conflict, and performance concerns.  

• Gather facts, interview employees and leaders, review documentation, and deliver clear and defensible recommendations aligned with company policy and business risk considerations.  

• Guide and coach leaders through progressive discipline, performance management, corrective action, and termination processes while reinforcing accountability and policy consistency.  

• Make preliminary employee relations determinations under ambiguity, adjusting course as new information becomes available and recognizing that delay itself can introduce organizational risk.  

• Maintain structured case management practices to ensure timely follow-through, visibility into open matters, and proactive updates to HR leadership.  

• Partner closely with Workforce Management to support attendance management processes, attendance trend identification, documentation expectations, and policy enforcement.  

• Identify recurring employee relations trends and operational pain points and provide actionable recommendations to leadership and the Senior HRBP.  

• Serve as a visible, approachable, and trusted HR presence within the TCC environment.  

• Support occasional after-hours wellness check situations and urgent operational escalations as needed.  

Operational HR Support 

• Partner with Talent Acquisition to support high-volume hiring activity for representative-level roles, including phone screens, candidate movement, and interview coordination.  

• Support onboarding coordination for TCC new hires in partnership with HR Operations, Enablement, and business leaders.  

• Maintain manager-facing resources, FAQs, and operational HR documentation to support consistency and reduce inbound questions.  

• Support periodic audits and administrative follow-up related to HR systems, documentation, and employee records.  

• Assist with additional operational HR responsibilities and projects as business needs evolve.