"Human Resources Business Partner (Employee Relations / EO)"

Job Details

Provides support for the University’s Employee Relations functions. Supports the planning and execution of performance management processes. Supports the change-management efforts related to new systems and processes within the Office of Human Resources. Reviews recruitment and selection practices to ensure compliance in faculty and staff searches.

Work Tasks

Employee Relations

• In collaboration with the Manager of Human Resource Operations, provides advice, assistance, and counsel to employees and managers in the positive resolution of work-related problems, concerns, and grievances.
• Supports the University’s employee relations program. This includes serving as the employee relations liaison with departments and enhancing the University’s environment by establishing and promoting effective employee relations strategies through proactive means such as training programs, workshops, and individual meetings.
• Analyzes problem situations and creatively works with employees and managers to find alternative methods of dispute resolution. Provides or coordinates mediations, as needed.
• In collaboration with the Manager of Human Resource Operations, conducts investigations and interviews employees and managers, as needed, to ascertain the facts surrounding alleged issues in order to resolve employment problems.
• Assist with preparing and maintaining employee relations files to include letters, department communications, and investigation notes.
• Tracks investigation progress through to completion.
• Consults and works closely with the Director of Institutional Compliance/Title IX Coordinator on related issues, policies, and needs.
• Provides guidance, interpretation, and consultation on complex human resources policies related to EO compliance, and employee relations.
• Serves as a consultant to managers and employees to strengthen employee relations and training and development in the positive resolution of work-related problems, concerns, and grievances.
• Consults with the Executive Director of Human Resources and Manager of Human Resources Operations as to related DHRM and Employee Dispute Resolution (EDR) policies, as well as performance planning and evaluation, and other issues, needs and recommended actions.
• Serves as a consultant to faculty, staff, and supervisors on EDR and DHRM policies and procedures concerning employee relations, dispute resolution, performance planning and evaluation, and required reporting.
• Supports the Commonwealth’s grievance process.
• Ensures compliance with federal and state regulations, policies, and procedures for employee relations issues.
• In collaboration with the Manager of Human Resource Operations, conducts employee exit surveys, tracks possible trends and attrition issues, and reports findings.
• In collaboration with the Manager of Human Resources Operations, tracks employee relations issues to review ongoing trends and identifies opportunities for training.
• Monitors and tracks grievance activity to assure compliance with DHRM required data collection and reporting needs.
• Provides monthly data pertaining to employee relations and turnover.

Equal Opportunity Search Compliance

• In collaboration with the Manager of Human Resource Operations, is responsible for the review of recruitment and selection practices to ensure compliance in faculty and staff searches.
• Review job postings, recruitment strategies, and selection procedures to ensure compliance with equal opportunity and affirmative action policies.
• Monitor and assess the university’s hiring practices to identify and address potential biases or disparities.
• Conduct reviews of recruitment and hiring processes to ensure adherence to legal and institutional requirements.
• Offer guidance and support to departments and search committees on best practices.

Strategic Planning & Organizational Alignment

• As needed, serves as the project manager for projects within the Human Resource Department.
• As needed, lead change-management efforts related to new systems and processes within the Human Resource Department

Other

• In collaboration with the Manager of Human Resource Operations, assist with VEC documentation and hearings.
• Follow workplace safety regulations and adhere to applicable standards, processes, and programs established for your position.
• Report unsafe work conditions to your supervisor.
• Immediately report work-related incidents to your supervisor and participate in accident investigation requests.
• Promote a safe and healthy work environment by ensuring the implementation of safety regulations and applicable standards, processes, and programs established for employees under your supervision.
• Report work-related incidents within 24 hours according to the procedures established by the university, state and federal guidelines.
• This position is designated as a “responsible employee” who has the authority to redress sexual violence, who has the duty to report incidents of sexual violence or other student misconduct, or who a student could reasonably believe has this authority or duty.
• Develop and maintain very positive and professional customer service and/or relations within the office/department and with all constituencies to include students, faculty, staff, guests, and employees.
• Demonstrate a positive and professional attitude and treat everyone with dignity and respect.
• Fully supports the “Student’s First” value at CNU and routinely goes the extra mile in providing service.
• Performs other duties as assigned.

Knowledge, Skills, Abilities (KSA's) related to position

• Excellent written and verbal communications skills.
• Excellent problem-solving skills.
• Working knowledge of employee relations, training, and development practices.
• The ability to organize and implement projects or program plans; develop and advise on policy; and to investigate and analyze complex questions and issues.
• Strong analytical and decision-making skills.
• Excellent communication and facilitation abilities.
• High level of discretion and professionalism.
• The ability to navigate complex workforce issues with fairness and consistency.
• Strategic thinking with attention to operational detail.
• Demonstrated ability to handle confidential information with absolute discretion.
• The ability to quickly react and adapt to changing priorities.
• The ability to apply leadership practices and principles to difficult employee relations situations.
• The ability to develop positive relations between employees and management.

Required Education

• Master’s Degree or Bachelor’s degree with work experience that equates to an advanced degree.

Additional Consideration - Education

• SHRM-SCP or SPHR

Experience Required

• Demonstrated experience in human resources, employee relations, grievances, or equal employment opportunity (EEO).
• Experience developing, interpreting, and applying human resource policies.
• Experience using spreadsheet software with functions.
• Experience analyzing data and communicating outcomes.

Additional Consideration - Experience

• Experience working at a college/university in a Human Resources Department.
• Experience working with Cardinal timekeeping and payroll system.
• Experience working with applicant tracking systems.
• Project management experience.
• Title IX experience.
• Experience working with the Department of Human Resources Management (DHRM).