TITLE Assistant Director of Human Resources, Employee Relations
CLASSIFICATION NUMBER 1340
IMMEDIATE SUPERVISOR Director of Human Resources
The Assistant Director of Human Resources, Employee Relations provides consultation and guidance to supervisors regarding personnel practices, problem solving, and dispute resolution through appropriate conflict management and mediation techniques; researches and identifies current and emerging employee relations issues, trends, and opportunities and develops responsive University-wide programs; and assist supervisors in the understanding and implementation of policies related to performance, discipline, and other related topics. This position assists with the development and implementation of performance management programs that impact employee performance, increase productivity, improve employee retention, and assist supervisors and employees with managing conflict resolution. The Assistant Director of Human Resources, Employee Relations is responsible for the management and oversite of university processes and technology systems associated with the employee relations and performance functions. Additionally, the position develops and pursues new goals and objectives in areas of employee relations and performance for improving support mechanisms for supervisors and employees; means by which to document results and feedback; and methodology to share information with the HR Director and leadership in support of the University and the Office of Human Resources strategic employment goals.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required, preferably in Human Resource Management, Labor and Employee Relations, Management, Educational Administration or a related field.
Experience: At least three years of responsible experience in employee training and development or employee relations is required. Experience presenting training programs, leading group discussions, or in facilitating such activities is required. Experience developing and facilitating professional development programs and/or workshops is required.
Skills: Knowledge of employee relations principles, practices, methods, and programs is required. Knowledge of federal and state employment laws and regulations is required. Knowledge of current principles, practices, and trends in employee development and adult learning theories and practices is required. Demonstrated problem solving and conflict resolution skills are required. Knowledge of formal and informal dispute resolution methodology, procedures, and techniques is required. Managerial and supervisory skills are required. The ability to create and deliver training programs using presentation software and hardware is required. Excellent verbal and written communication skills are required. The ability to build relationships that balance multiple, varying, and sometimes conflicting interests is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES1. Serves as the initial point of contact and case manager for employee relations matters and provides support in establishing a proactive approach to employee relations by providing coaching and training for supervisors and managers in the areas of performance management, progressive discipline, grievance handling, setting expectations, and workplace interventions. Supports all employees to include both full-time and part-time faculty and staff, student employees, and graduate assistants.
2. Key point of contact for providing consultation to employees and supervisors regarding performance and employee conduct, assists with facilitating progressive discipline and grievance procedures, provides counseling and support for performance issues and complaints, conducts or provides support for investigations, and resolves employee relations problems formally and informally. Ensures processes follow University policies and procedures, state and federal laws along with regulations.
3. Provides guidance and assistance on the process and development of documents such as the investigation summary, letters, and other communication and maintains related records. Assist with oversite of processes and documentation. Collaborates with other University agencies such as Legal Affairs and Compliance, Provost Office, University Safety, and Human Resource areas along with others for addressing workplace issues.
4. Promotes effective employer-employee relations with bargaining unit employees by helping to provide direction on contract interpretations and may participate in grievance resolutions with relevant labor representatives and unions.
5. Manages the Appraisal and Development Plan (ADP) process and online system for the University. Coordinates with HR System Analyst to address any issues, recommend updates, and monitor effectiveness of system. Provide documentation, training, and resources in support of the process.
6. Ensures Appraisal and Development Plan processes comply with University policy by monitoring compliance, consulting with department heads and supervisors on appropriate goals and performance measures, reviewing the evaluation forms for completeness and accuracy, advising supervisors and employees, and assists with the Performance Improvement Plan (PIP) process. Provide reports and analysis of processes to leadership on the status of the Appraisal and Development Plan (ADP) process.
7. Provides oversite and management of employee feedback in the form of stay interviews, engagement surveys, exit questionnaires, and other survey methods by which the university receives information from their employees. Develop methodologies for capturing data and providing analysis for feedback to the HR Director and to the leadership.
8. Develops and delivers training classes, sessions, workshops, or other presentations, identifies programs to meet specific needs or concerns as determined through assessments, questionnaires, tests, and interviews, conducts surveys, and reviews performance evaluations. Supports the University in meeting related professional development needs and requirements.
9. Collaborates with other areas in the Office of Human Resources in support of HRIS Systems and processes such as with the Appraisal and Development Plan (ADP) Process, surveys, organizational chart, and other systems to support the overall HR initiatives.
10. Creates an environment by which both employees and supervisors are comfortable initiating communication for assistance or guidance with workplace issues or concerns. Support the professional reputation for being an available resource, a subject matter expert, and the willingness to help provide resolution and support.
11. Assists in managing funds for the designated portion of the Office of Human Resources budget, assesses the cost effectiveness of programs through standard cost benefit analyses and cost evaluations, and provides recommendations for optimum utilization of funds that exhibit good stewardship in the expenditure of funds and meeting University goals.
12.. Manages the maintenance of related web pages and resources and ensures quality resource materials are available to faculty, staff, and students by creating user guides, documentation, web pages, and handouts that support training programs.
13. Contributes to a learning and work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
14. Remains competent and current on best Human Resources practices, technology advances, and software programs through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, attending training and/or courses as directed by the supervisor, and maintaining appropriate continuing education and certification requirements.
15. Supports the overall success of the Office of Human Resources by performing all other duties as assigned.
The Assistant Director of Human Resources, is supervised by the Director of Human Resources and supervises assigned employees.
OFFICE OF HUMAN RESOURCES
REVISED JULY 2023