Director of Employee Relations

Mar 08, 2017
Institution Type
Four-Year Institution

Position Number: 00043579

Primary Function of Organization Unit: The Department of Employee Relations, one of seven units within the division of Human Resources (HR) at NC State University, administers programs for and provides employee relations leadership and consultation to a broad range of university administrators, managers, faculty, and staff in support of a positive and productive work environment. Employee Relations is dedicated to providing consultative services based on a wide range of issues related to individual employment as well as organizational effectiveness and work environment issues. Employee Relations partners to design workplace solutions.

Essential Job Duties: The Director of Employee Relations (ER) serves as the University's Chief Employee Relations Officer and is responsible for shaping the leadership direction of the ER office, as well as implementing ER strategic initiatives and services that promote a positive and collaborative university work environment that proactively address and resolve workplace concerns. Reporting to the Associate Vice Chancellor for Human Resources (AVC-HR) and working collaboratively as a member of the HR leadership team, the Director leads a team of professional and support staff that collaborates closely on faculty and staff relations issues with other campus units. Partners include but are not limited to: General Counsel, Faculty and Staff Ombuds Office, the Office of Institutional Equity and Diversity, Risk Management, and Environmental Health and Public Safety (including Police), as well as governance committees such as the faculty and staff senates. The Director will: * Provide leadership and strategic oversight for the operational management of the Employee Relations department, and as part of the HR leadership team; * Assist the AVC-HR in the strategic planning process and policy development for the Division of HR, including institutional leadership in areas of content expertise; * Ensure effective application of policies, rules, regulations, and laws related to grievances at the University. To the extent possible, facilitate the defensible resolution of workplace concerns informally in order to mitigate the number of issues that escalate to higher levels within or outside the institution; * Lead the design, development, communication, administration, delivery, and evaluation of ER services, programs, policies and procedures for staff and faculty including those related to performance management, discipline, grievance, and mediation activities; * Enhance, develop, and/or promote ER programs, manager and employee training initiatives, as well as other outreach efforts in response to emerging law, policy, and institutional priorities. May deliver platform training programs to various audiences; * Collaborate with other HR Directors and university HR staff, providing content expertise in the areas of employee relations, and in the design, development, delivery, and assessment of comprehensive HR processes, programs, and projects for the University; * Serve as a primary contact for University leadership seeking assistance or guidance with the most complex, sensitive, high-level, and/or high-risk employee matters involving staff and faculty. * Manage the University's staff grievance and appeal procedures and assist in the coordination of faculty grievances and reviews as appropriate; * Coordinate the University's informal voluntary mediation program, including ensuring the availability of trained mediators to assist in facilitation; * Administer the University's performance improvement / disciplinary action structures, as well as performance appraisal / performance management programs and reporting for employees subject to the State Human Resources Act (SHRA); * Lead processes to support institutional downsizing initiatives including reductions in force if necessary; * Oversee the institution's unemployment claims and appeal processes; * Conduct data analyses and develop insightful information for senior management decision-making on such issues as voluntary turnover and grievance patterns; * Assess and consult on organizational effectiveness issues and client needs as related to employee performance. Lead assessments and interventions to help resolve issues; * Serve as primary liaison with the Office of State Human Resources and the UNC General Administration on employee relations issues; * Lead, coach, and mentor the professional and support staff as well as provide financial acumen, knowledge, and oversight of the budget and fiscal activities for the department; and * Other duties as assigned by the AVC-HR.

Minimum Education/Experience: * Master's degree in human resources, business administration, or other related field from an accredited college and/or university; * A minimum of six years of human resource management experience in employee relations, labor relations, employment law, human resources, organizational development, and/or employment law/policy development, interpretation and application is required; * A minimum of four years of experience in an employee relations leadership/management position, with experience training others in employee relations and employment law, policy, and compliance; and * An equivalent combination of education and experience will be considered.

Department Required Skills: * Significant knowledge and skills in proactive employee relations program management and direction and substantive content expertise in the legal and policy underpinnings of employment relationships; * Considerable diplomacy; highly proficient written and verbal communication skills; demonstrable excellent judgment in effectively assessing and resolving complex personnel situations and in advising senior leadership; engaging personality and interpersonal agility; ability to work competently and comfortably in situations that may involve conflict, communication of difficult messages, and or risk management; * Demonstrated sensitivity to, understanding of, and ability to interact effectively with people of diverse academic, socio-economic, cultural, ethnic, and disability backgrounds; * Demonstrated ability to effectively interpret and communicate federal, state, and institutional regulations, policies, and procedures to a diverse constituency at all levels of the organization; * Thorough understanding of, and demonstrated ability to, effectively communicate legal implications of actions taken and the impact of those actions on the University's interests; and * Exceptionally strong collaborative leadership style, strategic planning, interpersonal, critical thinking, and organizational skills are critical given the varied programmatic responsibilities included in the position.

Preferred Experience, Skills, Training/Education: * Higher education experience in employee relations; * Strategic planning leadership experience; * Substantive experience in EEO/AA issues, mediation, and conflict management; * SPHR and/or SHRM-SCP certifications are desirable; and * Bilingual fluency (esp. English/Spanish) is a plus but not required.

Necessary Licenses and Certifications: N/A

AA/EOE: NC State University is an equal opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, gender identity, age, sexual orientation, genetic information, status as an individual with a disability, or status as a protected veteran.

Individuals with disabilities requiring disability-related accommodations in the application and interview process, please call 919-515-3148. Final candidates are subject to criminal & sex offender background checks. Some vacancies also require credit or motor vehicle checks. If highest degree is from an institution outside of the U.S., final candidates are required to have their degree verified at "":http// Degree must be obtained prior to start date.

NC State University participates in E-Verify. Federal law requires all employers to verify the identity and employment eligibility of all persons hired to work in the United States.

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