The Human Resources Employee Relations and Retention Supervisor is responsible for fostering a positive employee experience, promoting the Kentucky Farm Bureau culture, strengthening employee engagement, and proactively addressing workplace concerns to improve retention and organizational effectiveness. This role serves as a trusted advisor to employees and leaders, ensuring fair, consistent, and compliant handling of employee relations matters while developing strategies to enhance employee satisfaction, morale, and long-term retention.

Serve as the primary point of contact for employee relations issues, including workplace concerns, performance issues, policy interpretation, and conflict resolution.

Conduct fair, timely, and confidential investigations related to employee complaints, grievances, and workplace conduct issues.

Provide guidance and coaching to managers and employees on employee relations best practices, performance management, corrective action, and conflict resolution.

Ensure consistent application of company policies, procedures, and employment practices across the organization.

Document employee relations cases thoroughly and maintain accurate, confidential records.

Partner with Legal, Compliance, and Leadership as needed to mitigate risk and ensure compliance with employment laws and regulations.

Assist in the development, review, and communication of HR policies related to employee relations and workplace conduct.

Oversee the new employee check-in and retention interview process.

Evaluate data from the check-ins and retention interviews to identify opportunities to enhance the onboarding process for new hires and create a better employee experience. 

Oversee the employee exit interview and offboarding process.

Monitor and analyze employee turnover data and exit interview results to identify trends, risks, and improvement opportunities.

Partner with leadership to address root causes of turnover and improve manager effectiveness and team culture.

Develop and implement employee retention strategies, programs, and initiatives aimed at improving engagement, morale, and employee satisfaction.

Ensures an adequate system of employee advocacy, an avenue for addressing grievances, and continuous development of employee engagement. 

Ensure that company policies and practices comply with federal and state law and statutes.

Provide exceptional customer service to all internal and external HR customers.

Serve as a role model and leader to those in HR&SS as well as throughout the organization. 

Regular, predictable attendance as employee has to physically be in the office.

This list of essential functions is non-exhaustive and may be supplemented as necessary.

OTHER RESPONSIBILITIES                                                                                                                   

Contact person for Workers Compensation to include first report, follow-up with employee and processing all related paperwork.

Maintain online version of Kentucky Farm Bureau Employee Handbook on KNET.

Serve as a back-up in Talent Services during seasons of high-volume recruiting.

Develop and oversee the employee volunteer program, which includes identifying volunteer opportunities with charitable partners across the state. 

Keeps abreast of all federal and state law changes which affect the workplace.

Participate in professional human resource organizations to keep current on retention and engagement practices.

May be assigned to projects as needed.

JOB SPECIFICATIONS                                                                                                                             

Physical demands: Normal vision/hearing (with or without correction); Speaking;

Lifting (not to exceed 10 lbs.); Occasional driving; Occasional in-state travel and evening/weekend work hours.

Mental demands: Able to handle conflict situations; Analytic reasoning; Prolonged concentration; Deadline oriented under time constraints; Able to adjust quickly to workplace change with minimal disruption; High degree of coping skill and tolerance of ambiguity.

Environmental factors: Standard office lighting, temperature, and noise.

Equipment: Telephone; Keyboard; Personal computer.

Bachelor’s degree in Human Resources, Business Administration, or related field required.

PHR or SHRM-CP certification preferred. 

3+ years in human resources required.

Ability to perform well under limited supervision and make sound decisions.

Must be able to work in an environment requiring strict confidentiality.

Supportive attitude toward the company and its employees.

Working knowledge of employment laws, employee relations practices, and HR compliance requirements.

Demonstrated experience handling sensitive employee issues with professionalism, discretion, and fairness.

Strong interpersonal, communication, and conflict-resolution skills.

Ability to analyze data and trends related to employee engagement and retention.

Proficiency with HRIS systems and Microsoft Office applications.