Employee Relations Specialist Onboarding Checklist

Employee Relations Specialist Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Employee Relations Specialist starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Human Resources onboarding experience or just need an onboarding checklist for your new Employee Relations Specialist, you’re in the right place. We’ve put together a sample Employee Relations Specialist onboarding checklist below and have created onboarding templates & resources to help.

Employee Relations Specialist Onboarding Checklist

1. Introduction to company policies and procedures: The employee relations specialist should receive a comprehensive overview of the company’s policies and procedures, including the employee handbook, code of conduct, and any other relevant documents. This task is typically performed by the HR department or a designated HR representative.

2. Familiarization with the organizational structure: It is crucial for the employee relations specialist to understand the company’s organizational structure, including reporting lines, departments, and key personnel. This task can be facilitated by the HR department or the employee’s immediate supervisor.

3. Introduction to HR team and colleagues: The employee relations specialist should be introduced to the HR team and other colleagues within the department. This introduction can help foster relationships, establish communication channels, and provide a sense of belonging. The HR department or the employee’s supervisor typically performs this task.

4. Training on HR systems and software: The employee relations specialist should receive training on the HR systems and software used within the company. This includes learning how to navigate the HRIS (Human Resources Information System), timekeeping software, employee management platforms, and any other relevant tools. The HR department or the IT department usually provides this training.

5. Review of employee relations policies and procedures: The employee relations specialist should undergo a detailed review of the company’s employee relations policies and procedures. This includes understanding the process for handling employee grievances, disciplinary actions, conflict resolution, and other related matters. The HR department or a designated HR representative typically performs this task.

6. Shadowing experienced employee relations specialists: To gain practical insights and learn best practices, the new employee relations specialist should have the opportunity to shadow experienced colleagues in the same role. This task can be arranged by the HR department or the employee’s supervisor.

7. Introduction to employee relations case management: The employee relations specialist should receive training on the company’s case management system, which is used to track and document employee relations issues. This includes understanding how to create, update, and close cases, as well as maintaining confidentiality and data protection. The HR department or a designated HR representative typically provides this training.

8. Review of relevant employment laws and regulations: The employee relations specialist should receive an overview of the employment laws and regulations that apply to the company’s jurisdiction. This includes understanding key legislation related to labor relations, discrimination, harassment, and other relevant areas. The HR department or a designated HR representative typically performs this task.

9. Introduction to employee engagement initiatives: The employee relations specialist should be familiarized with the company’s employee engagement initiatives, such as employee surveys, recognition programs, and wellness initiatives. This task can be facilitated by the HR department or the employee’s supervisor.

10. Review of company culture and values: To align with the company’s culture and values, the employee relations specialist should receive an overview of the organization’s mission, vision, and core values. This understanding will help guide their approach to employee relations matters. The HR department or a designated HR representative typically performs this task.

11. Training on conflict resolution and mediation: Given the nature of the role, the employee relations specialist should receive training on conflict resolution techniques and mediation skills. This includes learning how to facilitate productive conversations, manage difficult situations, and find mutually beneficial resolutions. The HR department or a designated HR representative typically provides this training.

12. Introduction to employee benefits and compensation: The employee relations specialist should receive an overview of the company’s employee benefits and compensation packages. This includes understanding the various components, eligibility criteria, and how to address employee inquiries related to benefits and compensation. The HR department or a designated HR representative typically performs this task.

13. Familiarization with HR reporting requirements: The employee relations specialist should be familiarized with the HR reporting requirements, such as generating reports on employee relations metrics, turnover rates, and other relevant data. This task can be facilitated by the HR department or the employee’s supervisor.

14. Introduction to employee relations software and tools: The employee relations specialist should receive training on any specialized software or tools used for employee relations purposes, such as investigation management software or survey platforms. This training is typically provided by the HR department or a designated HR representative.

15. Review of company’s diversity and inclusion initiatives: The employee relations specialist should be introduced to the company’s diversity and inclusion initiatives, including any programs or policies aimed at promoting a diverse and inclusive workplace. This task can be facilitated by the HR department or the employee’s supervisor.

16. Introduction to employee relations documentation and record-keeping: The employee relations specialist should receive training on the proper documentation and record-keeping practices for employee relations matters. This includes understanding how to maintain confidentiality, organize files, and comply with legal requirements. The HR department or a designated HR representative typically provides this training.

17. Familiarization with employee relations escalation process: The employee relations specialist should understand the escalation process for employee relations issues that require higher-level intervention or involvement. This includes knowing when and how to involve senior HR personnel or management. The HR department or a designated HR representative typically performs this task.

18. Introduction to employee relations communication channels: The employee relations specialist should be familiarized with the various communication channels used for employee relations purposes, such as email, intranet, or dedicated employee portals. This includes understanding how to effectively communicate with employees while maintaining confidentiality. The HR department or a designated HR representative typically facilitates this task.

19. Review of company’s performance management system: The employee relations specialist should receive an overview of the company’s performance management system, including performance appraisal processes, goal-setting frameworks, and performance improvement plans. This understanding will help the specialist address performance-related employee relations matters. The HR department or a designated HR representative typically performs this task.

20. Introduction to employee relations training and development opportunities: The employee relations specialist should be informed about any training and development opportunities available to enhance their skills and knowledge in the field of employee relations. This can include internal workshops, external conferences, or online courses. The HR department or the employee’s supervisor typically provides this information

Setting Up Your Employee Onboarding Process

From reading through the items in the example Employee Relations Specialist checklist above, you’ll now have an idea of how you can apply best practices to getting your new Employee Relations Specialist up to speed and working well in your Human Resources team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.