Top interview questions to expect

1. Describe a time you successfully resolved a conflict between two employees.
2. How do you approach building and maintaining relationships with employees and management?
3. Give an example of a time when you had to communicate difficult news to an employee.
4. Tell me about a time you had to investigate an employee complaint.
5. How do you stay up-to-date on employee relations laws and regulations?
6. What are your thoughts on using mediation or arbitration to resolve workplace disputes?
7. Why are you interested in working as an Employee Relations Specialist?

Check the latest questions for this role:

Answering interview questions with STAR structure

The STAR framework is a structured approach to answering interview questions that helps you to provide clear, concise, and compelling answers. STAR stands for Situation, Task, Action, and Result.

When using the STAR framework, start by describing the Situation you were in, the Task you were responsible for, the Actions you took, and the Result of your actions. This framework ensures that you are providing specific examples of your skills and experience that are relevant to the job you are interviewing for.

Sample answers to above interview questions

1. Describe a time you successfully resolved a conflict between two employees.

Answer:

Situation: A conflict arose between two employees in my previous role due to a disagreement over job responsibilities.

Task: As an Employee Relations Specialist, I was responsible for resolving the conflict and restoring a harmonious working relationship.

Action: I met with each employee individually to understand their perspectives and concerns, and then facilitated a mediation session between them.

Result: The conflict was successfully resolved, and the employees were able to work together effectively again. This positive outcome reflected my ability to actively listen, mediate effectively, and create a safe space for open communication.

2. How do you approach building and maintaining relationships with employees and management?

Answer:

Situation: In my previous role, I was responsible for building and maintaining positive relationships with both employees and management.

Task: To achieve this, I focused on creating an open and inclusive work environment where employees felt comfortable communicating their concerns and ideas.

Action: I organized regular employee engagement activities, such as town hall meetings and skip-level meetings, to foster a sense of community and trust. I also made myself available for one-on-one conversations with employees to address their concerns and provide support. Additionally, I actively sought feedback from both employees and management to identify areas for improvement.

Result: My efforts resulted in a strong and trusting relationship with both employees and management, which contributed to a more positive and productive work environment. This approach demonstrates my interpersonal skills, my ability to build rapport, and my commitment to creating a positive work culture.

3. Give an example of a time when you had to communicate difficult news to an employee.

Answer:

Situation: I was tasked with communicating a layoff decision to an employee in my previous role.

Task: I had to deliver the difficult news while maintaining the employee’s dignity and providing support.

Action: Before the meeting, I prepared a clear and concise explanation of the layoff decision and outlined the company’s severance package and support services. During the meeting, I expressed empathy for the employee’s situation, actively listened to their concerns, and answered their questions honestly. I also provided resources for job search assistance and emotional support.

Result: The employee acknowledged that the layoff was handled in a fair and respectful manner and expressed appreciation for the support provided. This approach reflected my ability to deliver difficult news with compassion, empathy, and professionalism.

4. Tell me about a time you had to investigate an employee complaint.

Answer:

Situation: An employee approached me with a complaint of harassment against a coworker in my previous role.

Task: I was responsible for investigating the complaint, ensuring a fair and impartial process, and taking appropriate action.

Action: I began by interviewing the employee who filed the complaint to gather details and evidence. I then interviewed the accused employee and any witnesses to the incident. I maintained confidentiality throughout the investigation and ensured that all parties were treated with respect. Based on the evidence gathered, I made a recommendation to management regarding appropriate disciplinary action.

Result: The investigation process was thorough and fair, and the recommended disciplinary action was implemented. This response demonstrated my ability to conduct a thorough and impartial investigation, maintain confidentiality, and make fair and reasonable recommendations.

5. How do you stay up-to-date on employee relations laws and regulations?

Answer:

Situation: I recognized the importance of staying current with employee relations laws and regulations in my previous role.

Task: To ensure that I had the most up-to-date knowledge, I engaged in continuous learning and professional development.

Action: I subscribed to industry publications, such as HR magazines and newsletters, to stay informed about the latest legal developments. I also attended conferences, webinars, and workshops to enhance my understanding of emerging trends and best practices.

Result: My dedication to staying up-to-date with employee relations laws and regulations enabled me to provide expert advice and guidance to my clients, ensuring compliance and minimizing legal risks. This approach reflected my commitment to professional development, my ability to learn and adapt, and my dedication to providing exceptional service.

6. What are your thoughts on using mediation or arbitration to resolve workplace disputes?

Answer:

Situation: In my previous role, I encountered various workplace disputes that required resolution.

Task: I had to determine the most appropriate method of dispute resolution for each situation.

Action: I considered factors such as the nature of the dispute, the preferences of the parties involved, and the potential impact on the organization. In some cases, I facilitated mediation sessions between the parties to help them find a mutually acceptable solution. In other cases, I recommended arbitration as a more formal process for reaching a binding resolution.

Result: My ability to assess the situation and select the most appropriate dispute resolution method led to successful outcomes that preserved relationships and maintained a positive work environment. This response demonstrates my analytical skills, my ability to consider multiple perspectives, and my commitment to finding fair and lasting solutions.

7. Why are you interested in working as an Employee Relations Specialist?

Answer:

Situation: I have always been passionate about human resources and the role it plays in creating positive and productive work environments.

Task: I pursued a career as an Employee Relations Specialist because it allows me to combine my passion for HR with my desire to make a meaningful impact on organizations.

Action: Throughout my career, I have consistently sought out opportunities to develop my skills and knowledge in employee relations, such as taking specialized courses and attending conferences.

Result: My dedication to the field of employee relations has enabled me to become a trusted advisor to management and a valuable resource for employees. This response reflects my genuine passion for employee relations, my commitment to continuous learning, and my dedication to making a positive difference in the workplace.