Employee Relations Director

Case Western Reserve University; Ohio; On-site; USD 70,000 - 110,000; Full time

Job summary

An established industry player seeks a Director of Employee Relations to foster a positive workplace culture and ensure compliance with university policies. This pivotal role involves advising on employee issues, developing proactive HR programs, and collaborating with leadership to enhance employee relations. The ideal candidate will have extensive HR experience, strong communication skills, and a commitment to fair treatment of all employees. Join a dynamic team dedicated to creating an equitable work environment and making a meaningful impact within the organization.

Qualifications

• 10 years of HR experience, with 5+ years in employee relations.
• Bachelor's degree required; JD preferred.
• Strong knowledge of employment laws and regulations.

Responsibilities

• Advise on employee relations issues and policy interpretation.
• Oversee staff leave of absence management and investigations.
• Develop proactive HR policies supporting fair treatment.

Skills

Human Resources Management

Employee Relations

Legal Compliance

Conflict Resolution

Communication Skills

Presentation Skills

Problem Resolution

Organizational Skills

Education

Bachelor's Degree

JD (Juris Doctor)

PHR/SPHR Certification

Tools

Microsoft Office

PeopleSoft

Job description

POSITION OBJECTIVE

The Director of Employee Relations helps to ensure a fair and consistent approach to the university policies and procedures, thus promoting a positive culture within the organization, while minimizing risks. The director serves on the human resources leadership team and counsels campus-wide on various employee relations issues, interpretation of policies, procedures, practices, and contracts, and provides professional support and consultation in decision-making on a varied range of employee concerns/issues. The director participates in human resources training sessions as a presenter and/or designer related to legal updates, regulatory compliance, and policy changes.

ESSENTIAL FUNCTIONS

Counsel, advise, and guide employee relations staff with all matters related to employee/client relations and effective case management of people related to issues such as corrective action and performance management, grievance, and workplace concerns. Oversee the management of all staff leave of absence, including but not limited to FMLA, paid parental leave, etc. (20%)
Effectively coach
Handle employee relations investigations. (20%)
Develop and recommend proactive policies, procedures, and various HR programs and practices that support Case Western Reserve University's commitment to fair, equitable, and progressive treatment of all employees. (15%)
Interpret policies. Advice on complex employee issues and policy interpretation requiring case-by-case analysis. Provide advice and consultation to leaders
Form and maintain partnerships with deans, vice presidents, and administrators in achieving performance excellence; generate options and recommendations that are responsive to multiple interests, reflective of best practices, and aligned with unit goals. Develop relationships with the campus leadership and be a business partner in advising and counseling on employee relations issues. (5%)

NONESSENTIAL FUNCTIONS

Research and keep abreast of human resources trends and changes in state and federal laws, regulations, accreditations, and legislation that impact human resources. Determine the impact of the implementation of new regulations & statutes. Regularly attend training. Advise management of risks associated with current business practices and recommend improvements by providing expertise to HR Leadership in local, state, and federal employment laws. (2%)
Leverage HR data and monitor trends to develop efficiencies, partnerships, and proactive HR programming. (2%)
Collaborate with the
Maintain effective relationships and represent human resources in meetings and as part of university committees. Support the Vice President for HR and/or the Senior Associate Vice President of HR during union contract negotiations. (2%)
Work on special projects and participate in special committees including process benchmarking to review best practices. (2%)
Perform other duties as assigned. (<1%)

CONTACTS

Department: Daily interaction with HR staff by providing advice and guidance regarding policies, procedures, practices and employee/client issues.

University: Regular interaction or collaboration with management, supervisors and staff across the university.

External: Occasional interaction with other HR professionals, legal firms, or government agencies.

Students: Little to no contact with students.

SUPERVISORY RESPONSIBILITY

Direct supervisory responsibility of two (2) employee relations specialists and one (1) leave specialist.

QUALIFICATIONS

Experience: Ten (10) years of experience; at least five (5) years of human resources experience or related legal advisor and employment law counseling experience. Experience in higher education is desired but not required.

Education/Licensing: Bachelor's degree required. JD strongly preferred. PHR/SPHR certification preferred.

REQUIRED SKILLS

Demonstrated history of successful support, education, and advocacy for all students, aligned with the values, mission, and messaging of the university, while adhering to the staff policy on conflict of commitment and interest.
Ability to meet consistent attendance.
Ability to interact with colleagues, supervisors, and customers face to face.
Ability to form effective partnerships with clients and establish rapport with others. Fosters team spirit and cooperation.
Exceptional presentation and training skills.
Excellent oral and written communication skills required. Ability to communicate clearly and provide timely and accurate information.
Excellent interpersonal skills. Ability to listen and communicate with professionalism and courtesy. Encourages open expression of ideas and opinions.
Strong customer service skills, models and reinforces customer service behaviors and treats others with respect and courtesy.
Strong problem-resolution skills.
Extensive knowledge about applicable laws and regulations governing immigration, benefits, and employment, and the application of policies and procedures governing such areas.
Ability to spot potential legal, compliance, or risk issues concerning employment decisions and practices and to obtain legal counsel or opinions as necessary.
Ability to apply policy and practice to meet the needs of departments; flexibility in applying policy and procedure but maintaining consistent treatment of staff.
Uses initiative and independent judgment.
Ability to prioritize and handle multiple projects successfully.
Ability to work independently, as well as part of a team.
Strong organizational skills required.
Models honesty and integrity.
Handles and maintains confidential and/or sensitive information with proper care and discretion.
Willingness to participate in training sessions, staff meetings, and team projects.
Strong knowledge of Microsoft Office applications and demonstrated knowledge of PeopleSoft.

WORKING CONDITIONS

General office environment.