Employee Relations Consultant

Position Overview

Primary Purpose of Position

This position reports to the Director of Employee Relations & Equal Employment Opportunity and works collaboratively with Human Resources, Legal Affairs, Internal Audit, Public Safety, and campus leadership to address employee relations matters involving EHRA, SHRA, and temporary employees.

This position will function at the professional level of a human resources advisor, investigator and consultant responsible for supporting the University’s employee relations and equal employment opportunity programs.

The position will serve as a proactive change agent who will serve as a strategic advisor and subject-matter expert and provide policy interpretation and application as a consultant and coach to employees and managers in the area of employee relations, equal employment opportunity and workplace disputes.

This position will evaluate requests for personnel actions, make recommendation and assist the Director with Equal Employment Opportunity/Affirmative Action reviews and approvals for hiring new employees. Along with the Assistant Director/Senior Employee Relations Consultant and the Employee Relations/Workplace Investigator position, the Employee Relations Consultant provides consultations, conduct investigations, and support the delivery of employment training to campus.

The Employee Relations Consultant must be able to demonstrate a strong knowledge and understanding of the human resources, State Office of Human Resources, UNC System and university policies/procedures. It is critical for this position to have a strong understanding of federal and state laws and regulations to provide advice, counsel, and support to management staff in the application of human resources processes, policies and procedures and implement strategies that support the goals of the University.

This position will be the primary contact for managing their assigned strategic campus partners and oversee, coordinate, and assist in resolving a wide variety of human resource issues regarding temporary, SHRA, and EHRA / EPS employees, including interpretation of human resource policies, procedures and practices related to progressive discipline, performance management activities, reasonable accommodation requests, work restrictions, leaves of absence, fitness-for-duty, and other employee-related issues with a prompt response. Assist with investigations and report writing and propose solutions to resolve harassment and/or discrimination complaints and other employee-related complaints. Perform facilitated discussions, and pre-disciplinary conferences.

This consultant has knowledge of federal and state laws that include Title VII, Title IX, FMLA, ADA, and FSLA. Assists with the grievance processes, train on policies and procedures, and support off-boarding and exit interview processes.

The Employee Relations Consultant must have the ability to work independently and as part of a team and assist the Director of Employee Relations and Equal Employment Opportunity and Affirmative Action Officer with the Americans with Disability Act (ADA) Reasonable Accommodation program. Must possess excellent oral and written communication skills.

The Employee Relations Consultant must be able to advise and collaborate with employees and managers to resolve difficult issues while determining a course of action to address simple to complex employee relations issues.

The position should be able to work independently and part of a team while collaborating with the Director on policy creation and revisions. This position will provide support and serve as back-up in conducting thorough investigations and resolutions of discrimination and/or harassment complaints.

In this role, the Employee Relations Consultant will support a positive work culture and develop and oversee work climate assessments, as needed or directed.

The Employee Relations Consultant will work collaboratively to support the Director and Assistant Director/Senior Employee Relations Consultant, and HR Specialist with the progressive disciplinary process that includes informal levels of counseling, formal discipline, and the grievance procedure process as needed and other duties as assigned.

Minimum Requirements

Bachelor’s degree in Human Resources, Business Administration, Public Administration, Labor Relations, or a related field from an accredited institution.
Three (3) to five (5) years of progressively responsible professional experience in employee relations, human resources, workplace investigations, or a closely related field.
Demonstrated experience conducting formal workplace investigations.
Working knowledge of federal and state employment laws applicable to public-sector or higher education environments.
Strong analytical, written, and oral communication skills.

Preferred Years Experience, Skills, Training, Education

Master’s degree in Human Resources, Public Administration, Labor Relations, Business Administration, or a related field.
Experience in higher education, public-sector, or similarly regulated environments.
Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
Formal training or experience in workplace investigations, mediation, or conflict resolution.
Experience delivering presentations or training on employee relations or HR-related topics.
Experience providing management consultation in complex or sensitive employee relations matters.

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