Here's how you can handle the key responsibilities of an Employee Relations specialist.

Employee Relations teams exist as an entity that's fair to all without any biases, acts as a bridge between people and leadership, practices & communicates policies/regulations/disciplines equally for all, is open-minded to all perspectives, leads impartial investigations, and considered as a trusted partner for everyone in the organisation, irrespective of levels/grades. Now this also covers managing conflicts between people, establishing right channels of communications, evaluate organisational risks and partner with legal to handle those, analyse people metrics to be able to see what else is needed to succeed as an organisation and align all parties and finally be the neutral voice for people.

As an employee relations professional it is foundational for you to be aware of the internal and external regulatory environment that your organisation and employees are responsible for. Your role requires you to elucidate these in the form of clear policies and codes in your organisation and upholding those via awareness, education and ingraining them in goals and objectives for one and all.

As an Employee Relations Specialist, your main job is to solve problems and help people at work. You will talk to people who are having trouble with each other or with their boss and find ways to fix things. You will also make sure that the rules at work are fair and that everyone follows them. If someone needs help or has a complaint, you will listen to them and try to make things better. You will also help with deciding how to handle problems with people's work and teach everyone how to work together better. By doing these things well, you will make work a nicer place for everyone and help the company do well. It's all about your "willpower." If you give it a try or time, you can easily manage things.

As an employee relations professional the next key responsibility is to ensure harmony of relationships and objectives in a workplace. You would be required to resolve conflicts and apply those conditions in the scope of governance continually. Active listening, promoting a culture of dialogue where commonality of purpose takes over individual conflicts of interest.

Conflicts are really common in every where in the world and professional space and corporate world is no exclusion from that. As one of the soft skills that a Employee relations specialist should inculcate or develop is conflict resolution skills. So even to dig deep Conflict mediation is one of the huge tasks to execute between two members or two teams. To mediate the conflict we have to know the following 1. Reason for conflict 2. Involvement of both the parties 3. Steps to solve the conflict 4. Document the steps 5. Communicating each and every steps who are involved in the conflict. So to mediate and be the person who solves the conflict specialist should make sure that every point should be a part and parcel.

As an employee relations professional for your organisation, which translates to being responsible for employee communication and alignment to their work and objectives of the company. You are accountable for cascading enterprise wide communication via various channels and gather employee responses to the same.

Employee Relations is nothing without communication. To foster the positive working environment at workplace polite communication in terms of assertive message is really important. To excel this with different level of stakeholders you have to know how to communicate the message and how crisp and short it should be and how much relation you have to maintain these are things that are kept in mind.

Employee relations professionals work as the interface between the regulatory environment, the company and the people. It is essential that you be informed and updated on the ongoing practices and overall alignment to those proactively while acting as the bridge between legal implications and apply appropriate pre-emptive measures to avoid risks.

Employee relations professionals are the best source to understand the pulse of employees and their requirements. These inputs are best utilized in designing and upgrading employee facing programs and interventions, thereby staying relevant for employees.

It is important to create an integral plan for compensation, Absolutely, but do not forget the salary, the salary after any taxes and discounts, must be in line with the duties and the schedule open access to trainings, that empower the journey of the Employees, to reach they personal and professional Goals.

Employees respect consistency! Having an Employee Relations specialist that enforces policies and procedures is a consistent manner, fosters an environment where employees respect the decisions as theyre made with integrity. This fosters a more positive work environment and culture as well.

We must be fair with the employees also the Corporation, all need to attend the policy. This policy must be in line with the Law and Regulations and if any case happen must be open an integral investigation taking ground in the Laws of the Country first with the backup of our own Policy.

All Corporation's and Sites of Construction work's must got a Workers Attention Mechanism that one handle the workers grievances including the employees of our own Company. That Mechanism serve to close-out the cases, maintain a LOG to make a digital and physical archive of the Grievances classified by critical categories, like Harassment, Salary conditions, etc. This Mechanism called MAT, can be used to be presented to the General Director and Upper Manager of our Organization, the client, Governmental and Federal Authorities.