Description
Manage and resolve employee appeals and grievances by investigating complaints, coordinating hearings, advising management on policy and contract interpretation, negotiating settlements, and ensuring timely, compliant processes in union and non-union settings.
- • Identify alternative resolutions to complaints, such as mediation, coaching, or policy changes.
- • Advise management on administering appeals, grievance procedures, and disciplinary review processes.
- • Meet with employees, managers, union representatives, and external agencies to discuss grievances or appeals.
- • Draft appeal determinations, settlement agreements, or corrective action plans.
- • Develop or update grievance and appeals policies and procedures with HR, legal, and labor representatives.
- • Interpret company policies, labor agreements, and employment laws to guide determinations.
- • Investigate and evaluate complaints and appeals to determine merit and risk.
- • Mediate discussions between parties to reconcile differences and resolve issues informally.
- • Monitor adherence to grievance timelines, procedures, and remedial actions.
- • Negotiate settlements for grievances or disciplinary appeals when appropriate.
- • Prepare and submit required governmental or regulatory reports related to complaints or corrective actions.
- • Prepare trend and outcomes reports to communicate complaint metrics to leadership.
- • Present the organization’s position during arbitration, appeal hearings, or administrative reviews.
- • Recommend resolutions and remedial actions for grievances and appeals.
- • Recommend strategies to reduce grievances, mitigate risk, and improve policy compliance.
- • Review and advise on disciplinary actions for consistency and compliance; approve when warranted.
- • Audit practices and data to ensure compliance with policies, collective bargaining agreements, and employment laws.
- • Schedule and coordinate grievance hearings, appeal panels, and related meetings.
- • Draft correspondence for appeals and grievances, including notices, determinations, and clarifications.
- • Assess risks associated with resolution options and precedents.
- • Assess the operational impact of proposed remedies or policy changes resulting from appeals.
- • Develop employee relations policies, including conduct, anti-harassment, and complaint escalation procedures.
- • Design methods to monitor employee satisfaction and accessibility of complaint channels.
- • Prepare case files and evidence for hearings; prepare witnesses and subject-matter experts.
- • Provide expert testimony or subject-matter input in internal or external proceedings related to grievances.
- • Research case law, arbitration decisions, and past precedents to inform determinations.
- • Select and coordinate mediators, hearing officers, or arbitrators as needed.
- • Train managers and HR on grievance, appeal, and respectful workplace practices.
Related specializations
Interview options
Interview options
Interviewee gender
Interviewee accent
Interview time
Related Pathways
Management & Entrepreneurship
View
Source
Tasks & skills:
O*NET occupational data (work activities, skills, knowledge).
Learn more
Sources & Standards:
This site includes information from O*NET by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA), used under the CC BY 4.0 license. Career Clutch has modified some of this information for student readability. USDOL/ETA has not approved, endorsed, or tested these modifications. O*NET® is a trademark of USDOL/ETA.
Last reviewed: Jan 2026
