Employee Relations & Compliance Specialist in Prescott Valley, Arizona at ARBORWORKS LLC

ABOUT ARBORWORKS, LLC

ArborWorks LLC is a nationwide leader in professional vegetation management, specializing in utility line clearance, fire remediation, and large-scale environmental projects. Established in 2003, we have built a reputation for quality and safety by leveraging advanced mechanized equipment and a skilled team of dedicated professionals. Guided by a commitment to innovation, safety, and superior customer service, ArborWorks prides itself on an exceptional safety culture, recognized through industry-leading third-party ratings.

Whether you’re looking to grow your career or contribute your expertise, ArborWorks offers a dynamic environment where team members are valued, and professional growth is a priority. We are passionate about creating safe communities and delivering excellence in every project.

JOB OVERVIEW: EMPLOYEE RELATIONS & COMPLIANCE SPECIALIST

The Employee Relations & Compliance Specialist is a critical member of the HR Shared Services function, responsible for ensuring consistent, legally compliant, and risk‑aware employee relations practices across multi‑state operations. This role serves as a trusted advisor to leaders and employees, managing complex employee relations matters, workplace investigations, labor relations, leave administration, and ADA accommodations while supporting organizational stability and workforce engagement.

Operating in a fast‑paced, field‑based environment, this position plays a key role in mitigating employment risk, ensuring regulatory compliance, and promoting fair and consistent application of company policies, collective bargaining agreements, and employment laws. The Specialist partners closely with operations leadership, HR, legal counsel, and employees to support business continuity, reduce liability, and strengthen manager capability across diverse jurisdictions.

JOB RESPONSIBILITIES

Employee Relations & Labor Relations:

• Serve as the primary point of contact for employee relations matters, including performance management, attendance, workplace conflict, policy interpretation, corrective action, and termination guidance.

• Coach and advise managers on employee performance, conduct, documentation standards, and progressive discipline processes.
• Conduct prompt, thorough, and impartial workplace investigations related to policy violations, harassment, discrimination, retaliation, safety concerns, and misconduct allegations.
• Prepare clear investigation summaries, findings, and recommendations for HR leadership and legal review as required.
• Support conflict resolution efforts while balancing employee experience and organizational risk.
• Maintain strict confidentiality and professionalism when handling sensitive employee matters.
• Support administration and interpretation of collective bargaining agreements (CBAs) where applicable.
• Coordinate and manage union grievance processes, including intake, documentation, tracking, investigations, meeting preparation, and follow‑up actions.
• Partner with operations leadership on labor relations matters, including disciplinary actions, grievances, terminations, and policy disputes.
• Participate in grievance meetings and assist leadership with documentation and compliance requirements.
• Review termination documentation to ensure consistency, compliance, and risk mitigation prior to separation actions.
• Support employee separations, including involuntary terminations, layoffs, resignations, final pay coordination, and exit documentation.

Leave Administration & ADA Accommodations:

• Administer and coordinate employee leave programs, including but not limited to:

• Family and Medical Leave Act (FMLA)
• California Family Rights Act (CFRA)
• Americans with Disabilities Act (ADA) leave
• Paid Sick Leave
• Pregnancy Disability Leave (PDL)
• Workers’ Compensation leave coordination
• State‑specific protected leave programs

• Manage the interactive process related to ADA accommodation requests.
• Review medical certifications and accommodation documentation for completeness and legal compliance.
• Partner with managers, employees, and legal counsel to evaluate accommodation requests and return‑to‑work plans.
• Track leave timelines, required notices, certifications, and communications to ensure compliance with federal, state, and local laws.
• Coordinate fitness‑for‑duty and return‑to‑work documentation as required.

Compliance & Risk Management:

• Ensure compliance with federal, state, and local employment laws across multiple jurisdictions, including:

• FLSA, FMLA, ADA, FEHA, CFRA, Title VII
• Workers’ Compensation
• Wage & Hour and Paid Sick Leave laws
• Multi‑state leave regulations
• Labor relations and collective bargaining obligations

• Maintain and update HR policies, procedures, and employee handbook content to reflect legal and operational changes.
• Serve as a liaison with outside legal counsel on employment‑related matters.
• Coordinate responses to employment claims, agency inquiries, subpoenas, litigation holds, and attorney requests.
• Assist with unemployment claims, agency responses, and supporting documentation.
• Support HR audits, including personnel files, I‑9 compliance, training records, corrective actions,leave files, and labor‑related documentation.
• Monitor changes in employment law and communicate relevant updates to HR leadership and operations teams.

HR Operations & Shared Services Support:

• Collaborate with HR leadership, recruiting, payroll, and operations teams to ensure consistent HR practices companywide.
• Support onboarding, offboarding, and employee status changes as needed.
• Review and audit HR documentation for accuracy, completeness, and compliance.
• Assist with the development and delivery of HR training programs, including harassment prevention, ADA compliance, leave administration, labor relations, and manager coaching.
• Maintain accurate employee records within HRIS and document management systems.
• Participate in special HR projects, process improvements, and organizational compliance initiatives.

REQUIREMENTS & QUALIFICATIONS

Education:

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.

Experience:

• Minimum of 3–5 years of experience in employee relations, labor relations, leave administration, and HR compliance.
• Demonstrated experience supporting multi‑state operations.
• Strong working knowledge of California employment law and multi‑state HR compliance practices.

• Experience conducting workplace investigations and preparing written findings.
• Experience administering ADA accommodations and complex leave programs.
• Experience supporting union environments and grievance administration preferred.

Skills & Abilities:

• Strong interpersonal, communication, and conflict‑resolution skills.
• Exceptional organizational and documentation capabilities with high attention to detail.
• Ability to manage sensitive matters with discretion and confidentiality.
• Solutions‑oriented mindset with sound judgment in high‑risk situations.
• Ability to effectively partner with field leadership and shared services teams.
• Proficiency in Microsoft Office Suite, HRIS platforms, and case management systems.
• Bilingual English/Spanish preferred.

Licenses / Certifications:

• Valid driver’s license required.
• SHRM‑CP, SHRM‑SCP, PHR, or equivalent HR certification preferred.

Required Training:

• Completion of company‑required compliance, safety, and harassment prevention training upon hire and as required thereafter.

PREFERRED QUALIFICATIONS

• Experience in utility vegetation management, construction, field operations, or high‑volumeworkforce environments.
• Experience supporting remote, mobile, and field‑based employees across multiple locations.
• Advanced knowledge of labor relations in regulated or unionized environments.

WORK ENVIRONMENT

• Full‑time position supporting shared services for multi‑state operations.
• Hybrid or in‑office work environment based on business needs.
• Occasional travel required for workplace investigations, grievance meetings, training, or operational support.
• Fast‑paced environment requiring the ability to manage competing priorities and time‑sensitive matters.

EEO STATEMENT

ArborWorks, LLC is an Equal Opportunity Employer. We are committed to providing an inclusive workplace and do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, genetic information, or any other protected characteristic under applicable law.