HR Senior Business Partner & Director for Labor Relations

Job Description

HR Senior Business Partner & Director for Labor Relations
Seattle University

FLSA Status: Exempt
Months Per Year: 12
Hours Per Week: 37.5
Employment Status: Full-Time
Work Model: Hybrid Eligible*

Seattle University will be one of the most innovative and progressive Jesuit and Catholic universities in the world, educating with excellence at the undergraduate, graduate, and professional levels. We embrace an intersectional framework for defining diversity in its broadest sense, including differences in gender, gender identity, race, ethnicity, generational history, culture, socioeconomic class, religion, sexual orientation, national origin, citizenship status, political perspectives, geographic origin and physical ability. Seattle University strives to be a welcome, open and safe campus climate for all who learn, live and work at Seattle University.

Seattle University's Core Competencies

• Effective Team Collaboration: Works harmoniously with others towards a common goal, leveraging individual strengths to achieve shared objectives.
• Emotionally Intelligent Communication: Engages in a skillful exchange of information, thoughts, and feelings, verbally and non-verbally.
• Ethics and Integrity: Demonstrates an unwavering commitment to honesty, professionalism, and alignment with our Jesuit mission in all actions and decisions.
• Flexibility and Innovation: Embraces change, approaching problems with curiosity adaptability, and is committed to making a positive impact.
• Mindful Inclusion: Fosters mindful inclusion by consciously creating a workplace that celebrates differences, embraces cultural humility, and empowers uniqueness.
• Outcomes-Driven Orientation: Sets clear objectives, pursues excellence, and delivers measurable outcomes while upholding Jesuit Catholic values.

Job Purpose

The Senior HR Business Partner & Director for Labor Relations serves as a strategic advisor and liaison between Human Resources and assigned work units, aligning institutional objectives with HR practices. The role partners with leaders to address key people-related priorities, including workforce planning, employee development, performance management, employee relations, and compensation, in support of the University's mission and strategic goals.
In addition, this position serves as the University's lead labor relations authority, representing Seattle University in collective bargaining, administering and interpreting collective bargaining agreements, and advising senior leadership on labor strategy, compliance, and risk. The Director fosters a constructive labor-management environment while ensuring alignment with applicable federal and state labor laws, including oversight of grievance and arbitration processes and the development of training and compliance programs for managers and supervisors.

Essential Job Duties

Strategic HR Partnership

• Serve as a strategic partner and liaison between HR and leadership, providing consultation, guidance, and interpretation regarding HR-related matters including talent management, workforce planning, recruiting, onboarding, and other HR functions as necessary.
• Coordinate HR functions by balancing the needs of the school, college, or functional unit with the strategic objectives of the institution.
• Advise leadership on people needs and effective change management practices, including support for reorganizations and workforce transitions.
• Work closely with leadership, supervisors, and staff to improve working relationships, build morale, and increase productivity and employee retention.
• Provide support and consulting for employee relations, role and compensation design, talent management, and learning & development (details, below).
• Mentor HR business partners in relevant strategic and tactical HR practices for ongoing professional development.

Employee Relations

• Provide performance management guidance and counsel to leadership and supervisors at all levels to ensure consistent application of the institution's performance management approach and guidelines.
• Conduct fair and compliant workplace investigations, advise leadership on resolving employee concerns, and support risk mitigation related to employee matters. Support employee relations investigations escalated within HR.
• Collaborate with HR colleagues and University Counsel on complex employee matters.
• Guide leadership on employee transitions and assess workforce culture trends, developing strategies to enhance the employee experience and organizational effectiveness.
• Foster a culture of professional growth and balanced advocacy for both employees and the institution.

Compensation & Classification

• Partner with work unit leaders to understand needs, consult on job descriptions, and collaborate with compensation colleagues to make recommendations regarding compensation and MMR classifications, internal equity, and employee salary adjustments.

Talent Management

• In partnership with HR recruiting and talent specialists, support the effective recruitment, onboarding, employee development, engagement and retention of institutional talent.

Learning & Development

• Work with work unit leadership to identify training and development needs.
• Deliver learning programs to staff at all levels within assigned divisions, from entry-level staff to executive-level coaching, as needed.

Labor Relations

• Lead and oversee the University's labor relations strategy, ensuring alignment with institutional priorities, legal requirements, and a constructive labor-management environment.
• Serve as the University's lead representative in collective bargaining, including preparation, strategy development, and direct participation in negotiations, contract renewals, and memoranda of understanding; oversee post-ratification implementation of ratified agreements.
• Administer and interpret collective bargaining agreements (CBAs), providing guidance to leadership on application, risk mitigation, and consistent practice across the institution.
• Partner with university leadership to address complex union-related employee relations matters, including grievances, disciplinary actions, and dispute resolution.
• Manage the grievance and arbitration process, including investigation, documentation, response development, and representation of the University as appropriate.
• Build and maintain effective working relationships with union representatives, fostering productive dialogue and collaborative problem-solving.
• Advise senior leadership on labor relations risks, trends, and workforce implications, including labor market dynamics, union activity, and relevant rulings from the NLRB and Washington's Public Employment Relations Commission (PERC).
• Ensure institutional compliance with applicable labor laws and regulations, including the NLRA and related state laws, and monitor developments to proactively adjust practices.
• Develop and deliver training for managers and supervisors on labor relations topics, including CBA administration, employee rights, and effective union engagement.
• Conduct periodic assessments of labor relations practices and compliance, identifying gaps and recommending improvements.
• Collaborate with HR and cross-functional partners to integrate labor relations considerations into broader HR strategies, workforce planning, and organizational change initiatives.
• Prepare and present reports to senior leadership on labor relations activity, trends, risks, and recommended actions.

ADA Support

• Manage Seattle University's ADA processes in conjunction with University Counsel, Facilities, IT Services, and other institutional units.
• Facilitate the formal interactive dialogue process between employee and employer, including requesting and evaluating medical documentation and engaging with third-party medical providers when needed.
• Assess whether a requested accommodation poses undue hardship to the organization, and document the analysis and rationale for approvals, modification, or denials.
• Track and periodically reassess accommodations as conditions or job duties change.
• Provide training for other HRPBs and managers in the application of workplace accommodations.
• Coordinate ADA accommodations with FMLA, workers compensation, and short/long-term disability where they overlap.
• Respond to EEOC-related escalations related to disabilities in support of University Counsel.
• Mentor HR business partners in ADA regulations and processes.

Policy, Compliance & HR Operations

• Assist in developing and implementing HR policies and procedures to ensure compliance with Local, State, and Federal Labor and Employment Law.
• Analyze HR trends and metrics to develop solutions, programs, and policies that support institutional goals.

Marginal Job Duties

• Perform other related job duties as requested.

Required Qualifications

Candidates must have the demonstrated ability to:

• Develop and execute a comprehensive labor relations strategy while creating productive relationships between management and labor.
• Effectively leverage their knowledge of collective bargaining, grievance processes, contract administration, and labor laws, including the National Labor Relations Act.
• Negotiate, complete, and administer effective and fair collective bargaining agreements.
• Work independently, collaboratively, and across teams with a service-mindset.
• Be discrete, with a ready sense of when and with whom it is appropriate to share information.
• Analyze and leverage Human Resources trends and metrics in the development of effective solutions, programs, and policies.
• Effectively apply a working knowledge of employment laws to workplace situations, including but not limited to EEO, ADA, FLSA, FMLA, etc.
• Provide clear and impactful consultation regarding effective organization design, workforce planning, recruiting, selection, onboarding, performance management, employee relations, and delivering learning programs.
• Communicate regarding human resource initiatives, programs, and updates in an engaging, clear and compelling fashion to all levels of the organization, from front-line staff, to faculty, to senior-most leadership, in both in person and online modalities.
• Work effectively in an inclusive environment with diverse populations and varying work styles.
• Handle stressful employment-related conversations, with the ability to deescalate tension and promote respectful, meaningful engagement with all parties involved.
• Communicate effectively in writing on all manner of proactive and responsive HR-related topics and with all audiences.
• Leverage their strong interpersonal skills to develop and maintain good working relationships both inside and outside of the division.
• Utilize HRIS, HRMS, PowerPoint, Excel at a level of high proficiency.

Additionally, candidates must have:

• Bachelor's degree in human resources, industrial relations, organizational development, a related field, or equivalent experience.
• 5 to 8 years of experience working in an HR business partner role, labor relations capacity, or related field.

Preferred Qualifications

• Previous higher education work experience or exposure to higher education, or experience working in a complex matrixed organization.
• A master's degree in human resources or a related field.
• Certification in Human Resource Management from the Human Resource Certification Institute (HRCI) or the Society for Human Resource Management (SHRM).
• Workplace investigation or conflict management experience.
• LEAN Six Sigma or continuous process improvement experience.

Application Instructions

Please attach a cover letter with your resume when applying. Job postings are open until filled, unless otherwise specified.

Compensation at a Glance

Salary Range: $120,000 - $135,000

Seattle University has provided a compensation range that represents its good faith estimate of what the University may pay for the position at the time of posting. The salary offered to the selected candidate will be determined based on factors such as the qualifications of the selected candidate, departmental budget availability, internal salary equity considerations, and available market information, and not based on a candidate's gender or any other protected status.

Your total compensation goes beyond the number on your paycheck. Seattle University provides generous leave, health plans, and retirement contributions that add to your total compensation package.

Benefits at a Glance

Consistent with its fundamental Jesuit values, Seattle University offers a wide range of benefits designed to care for the whole person. Choose from three different medical plans, a dental, and vision insurance programs. Protect your income with life, short & long-term disability coverage. Plan for your future with up to a 10% employer contribution for retirement benefits, comprised of a 5% nonelective employer contribution and an additional dollar-for-dollar match of your voluntary contributions up to a maximum of 5%. You may also take advantage of 100% paid tuition benefits for the employee and dependents, a subsidized transportation benefit, a wellness program with free access to an onsite fitness facility, and a wide variety of campus events. Enjoy a generous holiday schedule, including a paid Holiday break closure in December, vacation and paid sick leave, and paid community service leave. For more information explore the Benefits website at: https://www.seattleu.edu/hr/benefits/

Hybrid Eligible

This position may be eligible for a hybrid schedule after successful completion of an introductory work period of 3-6 months. This may mean that a hybrid eligible role will begin on-campus initially and then will transition to hybrid format following onboarding and training. Flexible work plans are subject to periodic review and may be changed or terminated at any time for any reason at the university's discretion.

*All employment offers are contingent upon the successful completion of a background check.*