"Director, Employee Relations, Human Resources"

Job Description Summary

Reporting to the Executive Director of Employee Relations and Learning and Development, the Employee Relations Director will oversee the policies, procedures, and programs of the Employee Relations team, developing and improving programs related to employee performance, assistance, and engagement. The Employee Relations director is responsible for coordinating and directing the employee relations programs and functions. The incumbent has the primary responsibility for employee relations and staff performance management, in accordance with Wake Forest’s mission, values, and goals.

Job Description

Essential Functions:

• Provides leadership and support to the Employee Relations team.
• Counsels employees, managers, and leaders on concerns related to applicable Equal Employment Opportunity laws including Title VII, Fair Labor Standards Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws.
• Communicates with faculty and staff regarding employee relations concerns; provides guidance and recommendations for resolution of issues.
• Investigates workplace issues, supports disciplinary actions, and manages employee and applicant appeals and grievances. Provides guidance and recommendations to departmental leaders and individuals.
• Mitigates risk to the University by applying consistent and appropriate employment practices. Evaluates and makes decisions on background screening results, unemployment inquiries, employment verifications. Evaluates and applies management plans for potential Conflicts of Interest.
• Designs and maintains general employment policies.
• Assists managers in understanding and implementing departmental policies related to performance, discipline, and related topics.
• Evaluates exit data and offers solutions to assist with retention and reduce turnover.
• Suggests learning and development opportunities to managers.
• Coaches managers on principles and techniques for becoming more effective leaders.
• Conducts and/or designs supervisor training covering employment laws, performance management, and related policies, procedures and best practices.
• Provides guidance in developing objective performance evaluations and practices; will be responsible for implementing best practice performance management practices, to include designing appropriate Workday functionality in partnership with HRIS
• Responsible for maintaining, troubleshooting, and testing Workday Performance Management business processes in partnership with the HRIS team.
• Coaches managers on appropriate steps for performance appraisals, corrective actions, terminations, EAP referrals, reasonable suspicion drug and alcohol testing. Provides guidance related to proper language, detail, and tone.
• Ensures consistency between individual pay and individual performance.
• Assists leaders in assessing the need for workforce reductions, departmental reorganizations, and position eliminations. Advises managers on organizational design issues.
• Collaborates with the General Counsel’s Office, Office of Institutional Equity, Compliance Office, Audit Office, CARE team, BIAS incident reporting team, Threat Assessment team, and Employee Assistance Program affiliates.
• May serve as Human Resources liaison to the CARE, Threat Assessment, or other emergency management teams.
• Responsible for managing and forecasting the budget for the Employee Relations team.
• Performs other related duties as assigned.

Required Education, Knowledge, Skills, Abilities:

• Bachelor’s degree in Human Resources, Business, or related field required; At least five years of related experience required, including three years of management/leadership experience.
• Thorough understanding of how to utilize policy and procedure to drive strong ER practice.
• Practical knowledge of current employment laws and regulations.
• Ability to develop and maintain positive relationships with employees, managers, academic and administrative leaders, and other stakeholders. Strong customer service orientation.
• Ability to analyze complex issues and make sound objective judgments.
• Ability to use independent judgment to make appropriate decisions on employment matters.
• Ability to develop excellent working relationships and establish personal credibility with individuals at every level of an organization.
• Excellent leadership and management skills.
• Excellent oral and written communication skills; ability to facilitate educational programs in front of audiences.
• Ability to prioritize work and handle multiple tasks simultaneously in a fast paced environment.
• Understanding of a broad array of leadership principles and techniques.
• Knowledge of general business principles and ability to quickly learn operational aspects of various organizations to help with strategic decisions.
• Sedentary work. Talking, hearing, and repetitive motions. Close visual acuity. Subject to inside environmental conditions. Not substantially exposed to adverse environmental conditions.

Preferred Education, Knowledge, Skills, Abilities:

• Master’s degree in a related field.
• SHRM Certified Professional (SHRM-CP) or Senior/Professional in Human Resources (PHR/SPHR certification preferred.

Accountabilities:

• Responsible for managing the Manager of Employee Relations and Employee Relations Consultant, including work direction and performance.
• Responsible for interpreting and applying policies and procedures as related to Human Resources matters, employment laws, and practices.

This position is not eligible for sponsorship of non-immigrant or immigrant visa status through Wake Forest University. All eligible applicants are encouraged to apply.

Time Type Requirement
Full time

Note to Applicant:
This position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job-related duties as may be reasonably assigned by his/her supervisor.

In order to provide a safe and productive learning and living community, Wake Forest University conducts background investigations and drug screens for all final staff candidates being considered for employment.

Equal Opportunity Statement
The University is an equal opportunity employer and welcomes all qualified candidates to apply without regard to race, color, religion, national origin, sex, age, sexual orientation, gender identity and expression, genetic information, disability and military or veteran status.