Prepare for your Senior Employee Relations Specialist interview. Understand the required skills and qualifications, anticipate the questions you may be asked, and study well-prepared answers using our sample responses.
The interviewer may ask this question to assess your knowledge of employment law and how it applies to the workplace. Use your answer to highlight your understanding of these regulations, as well as your ability to apply them in the workplace.
Answer Example: "I am very familiar with the Fair Labor Standards Act, as well as other employment law regulations. In my current role, I am responsible for ensuring that all employees are aware of their rights under these laws, including overtime compensation, minimum wage, and sick leave. I also help develop policies and procedures that ensure compliance with these regulations."
Employers ask this question to make sure you have the skills and abilities needed for the job. They want to know that you have strong communication skills, are organized and detail-oriented, and can work well with others. When answering this question, think of some of the most important qualities that you have and how they’ve helped you succeed in your career so far.
Answer Example: "The most important qualities for an employee relations specialist are excellent communication skills, problem-solving abilities, and conflict resolution skills. An employee relations specialist needs to be able to communicate effectively with all types of employees, from senior management to entry-level workers. They also need to be able to identify issues and find solutions that are beneficial for both the company and its employees. Finally, an employee relations specialist must be able to resolve conflicts in a way that is fair to all parties involved."
This question can help the interviewer understand how you would use your leadership skills to help others improve their performance. Use examples from previous roles where you helped employees improve their work or behavior, and highlight the results of those efforts.
Answer Example: "I would first meet with the employee to discuss their performance issues and what they could do to improve. If their issues were minor, I would provide guidance and feedback to help them improve. If their issues were more significant, I would work with them to develop a plan to improve their performance. This could include additional training or coaching sessions."
This question can help the interviewer understand how you approach your work and whether you have a process in place for completing it. Your answer should include a step-by-step explanation of what you do when investigating claims of discrimination or harassment, including any tools or software you use during these processes.
Answer Example: "I start by listening to both parties’ sides of the story and taking notes on their statements. I then investigate any evidence that may support or disprove their claims, such as emails, texts or video recordings. After reviewing all of the information, I make a decision about whether or not there was discrimination or harassment occurring. If so, I develop a plan to resolve the issue."
This question can help the interviewer determine your negotiation skills and how you might handle conflict in the workplace. Use examples from previous roles where you successfully negotiated a settlement with an employee who was leaving the company, or describe a time when you helped an employee create a resignation letter that included a positive reference.
Answer Example: "In my last role as an employee relations specialist, I had to negotiate a settlement with an employee who was leaving because of a disagreement with his manager. The employee wanted a positive reference letter, but the manager refused to give him one because of his poor performance. After talking with both parties, I was able to come up with a compromise where the manager would give the employee a neutral reference letter and the employee would agree not to discuss the reasons behind his resignation."
This question can help the interviewer understand how you would handle a challenging situation. Use your answer to highlight your problem-solving skills and ability to communicate effectively with employees.
Answer Example: "In this situation, I would first try to understand why the employee was dissatisfied with the change in policy. I would then work with them to find a solution that meets their needs while still adhering to company standards. If the employee still feels that the policy change is unfair, I would work with management to find a compromise that satisfies both parties."
This question can help the interviewer assess your conflict-resolution skills and how you would handle a challenging situation. In your answer, explain what steps you would take to resolve the conflict between the two employees and improve the workplace environment.
Answer Example: "If I encountered two high-level employees who were feuding, I would first try to understand the root of the issue. I would then meet with each employee separately to discuss their perspectives on the matter and determine if there was anything I could do to help them work through their differences. If not, I would encourage them to find other ways to communicate with each other other than through confrontation."
Employers ask this question to see if you can handle the pressure of the job. They want to know that you can stay calm under pressure and complete tasks in a timely manner. When answering, explain how you manage stress in your life. Share a few strategies that have helped you in the past.
Answer Example: "I am a very organized person, which helps me manage stress. I like to plan out my day so I know exactly what I need to do. This helps me stay on track with my deadlines and tasks. In addition to being organized, I also try to take time each day to relax. I find that if I take short breaks throughout the day, it helps me stay focused."
Employers ask this question to see if you have experience using the software they use in their company. If you do, share your experience and how it helped you perform your job duties. If you don’t, explain that you are willing to learn new software programs.
Answer Example: "I have used several different types of employee relations software in my previous roles. I find that each program has its own unique features that help me complete my tasks. For example, one program I used had a feature where I could send out mass emails to all employees at once. This saved me time when I needed to communicate with everyone at once."
This question can help the interviewer understand your negotiation skills and how you approach settlement negotiations with employees. Your answer should show that you are able to use your judgment and think critically about the situation at hand.
Answer Example: "I think the most important thing I need to remember when negotiating a settlement with an employee is to be fair. I always try to be as objective as possible when deciding on a settlement, taking into account both sides of the argument. I also make sure to communicate clearly with the employee so they understand what options are available to them."
Employer’s ask this question to see if you have experience in improving company culture. They want to know how you can help their company retain employees longer than the average tenure. In your answer, explain what steps you would take to improve employee retention rates. Explain that you would first assess the current situation and then create a plan for improvement.
Answer Example: "I would start by conducting surveys with employees to find out what they like and don’t like about working at our company. I would also ask them why they plan to stay or leave. This will give me insight into what we need to change in order to retain more employees. After analyzing the data, I would create an action plan with specific goals and objectives. Then, I would work with management to implement the changes."
The Fair Labor Standards Act is a federal law that governs employee rights and protections. Employers ask this question to make sure you’re up-to-date on current labor laws and regulations. Before your interview, research the latest changes to the FLSA. Make sure you know how it applies to the role you’re interviewing for.
Answer Example: "Yes, I am familiar with the Fair Labor Standards Act. I have been working in employee relations for over five years now, and I have had to apply the FLSA to several different organizations. I am well-versed in all aspects of the law, including overtime requirements, minimum wage requirements and recordkeeping requirements."
This question can help the interviewer understand how you use your critical thinking skills to create effective employee policies and procedures. Your answer should show that you consider all aspects of a situation when developing these documents, including employee rights, responsibilities and safety.
Answer Example: "I believe it’s important to start by researching existing policies and procedures within the company or industry. This helps me understand what has worked well in the past and what areas could use improvement. I also take into account the needs of each individual department or team when developing policies and procedures. For example, if two departments have very different needs, it may be beneficial to create separate policies for each one."
Employers ask this question to learn more about your problem-solving skills and how you handle conflict. When answering, it can be helpful to describe a specific situation where you helped an employee resolve a issue or challenge.
Answer Example: "I find it’s best to listen carefully to an employee’s complaint or concern and then ask clarifying questions to understand the full scope of their issue. This helps me determine if there is anything I can do to help them resolve the problem or improve their work environment. If so, I work with the employee to develop a plan of action that meets their needs while also meeting the needs of the organization."
