Director of Employee Relations

University of North Carolina at Charlotte, United States

Updated: about 1 month ago
Location: Charlotte, NORTH CAROLINA
Job Type: FullTime
Deadline: ;

Position Information
General Information


Position Number 000506
Vacancy Open to All Candidates
Working Title Director of Employee Relations
Position Designation EHRA Non-Faculty
Employment Type Permanent - Full-time
Months per Year 12
Work Schedule
8:00 am – 5:00 pm, Monday thru Friday
Occasional off shift work and extended hours
Hours may be flexed within core university hours (8:00 am – 5:00 pm)
Hours per week 40
FLSA Status Exempt
Division Business Affairs
Department Human Resources (Adm)
Work Location King 113
Salary Range $82,785 - $104,000
Primary Purpose of Department
The Human Resources Department maintains responsibility for the development and execution of all policies, programs, and strategies designed to recruit, assist, motivate, develop, promote, compensate, reward, and retain the best qualified employees while supporting continued University growth with a focus on cultivating a diverse workforce. In addition, Human Resources identifies and provides students with meaningful, and developmental, on-campus employment opportunities.
Primary Purpose of Position
The Director of Employee Relations supervises the daily operations of the employee relations function – including all associated staff training and workflow management. This position also manages higher level and/or extremely sensitive SHRA/EHRA employee relations issues. The director serves as the primary resource for campus constituencies (managers, legal affairs, etc., and other HR team members as it relates to employee relations matters.
Summary of Position Responsibilities
Leadership/Human Resources Management:
  • Ability to review accomplishments to ensure that program mission and goals are being met.
  • Ability to use varying leadership styles depending on the situation to coach and guide/direct staff. 
  • Ability to lead workforce planning efforts for assigned area(s) considering current and future organizational strategic goals and objectives.
  •  Ability to encourage leaders throughout the organization to recruit staff using the long-term vision of succession planning. 
  • Ability to support leaders in their efforts to build a staff of engaged employees.
  • Develop short and long-term goals and objectives and provide coaching and mentoring for employees to meet goals.


Program Management:
  • Ability to coordinate and collaborate with other HR and business leaders to define mutually beneficial long-term, comprehensive strategic programs. 
  • Ability to determine and advocate for a mutually beneficial course of action in controversial or precedent-setting situations. 
  • Ability to develop (or assign the development) and give final approval to standards, guidelines, and policies governing quality and quantity of work. 
  • Ability to develop HR strategic plan that includes comprehensive metrics aligned with organizational strategic goals and objectives.
  • Monitors changes in employee relations policies and regulations (i.e., grievance policy) and assists in the revision of university policy and procedure as needed.
  • Benchmarks University policies and practices with other universities providing research to help draft policy, structure services, etc. Recommends changes in policies, procedures, practices, etc., based on trends or HR best practices.
  • Oversees all separation and termination processes.

Knowledge – Professional and Organizational:
  • Knowledge of HR programs and operations in assigned and unassigned areas of HR.
  •  Ability to plan and adapt HR services to address complex or sensitive issues to meet organizational objectives. 
  • Knowledge of new directives and initiatives at the organizational level. Ability to forecast the impact of same on HR programs/services. 
  • Ability to initiate or respond to statutory changes, administrative rules, legislative actions, or top management directives. 
  • Knowledge of business and industry theories, best practices, emerging trends, methodologies and innovations. 
  • Ability to maximize the strategic impact of Human Resources in the organization.
  • Demonstrates high-level knowledge of employment law in the following areas: labor relations, ADA, and Affirmative Action compliance.

Communication:
  • Ability to maintain and enhance professional relationships to increase credibility for building support and reaching consensus when explaining and interpreting the application of policies and procedures to new and unique situations.
  • Ability to promote and market assigned area(s). 
  • Ability to persuade clients of the needs and beneficial outcomes of the HR role. 
  • Ability to encourage others in complex and sensitive situations to reach a mutually agreeable resolution that achieves business goals. 
  • Ability to maintain positive work relationships across the university.
  • Prepares investigative reports, responses to litigation, communications to employees/supervisors regarding decisions, and draft policies and procedures.
  • Interact with all levels of the university, including faculty, EHRA, and SHRA employees. 
  • The variety will normally be limited to employee relations issues, such as disciplinary actions and procedures, grievances, conduct/complaint investigations, and affirmative action compliance. 
  • Even though the variety is limited, employee relations issues often involve policies from other areas (payroll, employment, benefits, etc.).
  • The nature of the contact is often sensitive and requires tact and diplomacy. At times, interactions may be confrontational.
  • Mediates conflict by facilitating mutually agreeable resolutions.

Change Management:
  • Ability to challenge the status quo for improvement constructively and collaboratively. 
  • Ability to advocate for and develop people strategies that instill confidence in the change agenda. Ability to recognize a need for change.
  • Ability to seek opportunities to lead strategic planning and change management efforts across HR area(s) that support the business need and have a sustainable value. 
  • Ability to perform similar services for clients. 
  • Ability to function as a respected change agent with peers.

Other duties as assigned.
Minimum Education/Experience
  • A Bachelor’s degree and 5-7 years of increasingly responsible exempt-level experience providing employee relations services to a diverse workgroup, and an equivalent combination of education and experience.
  • Five years of supervisory experience.
  • Experience writing policies, procedures, training documentation, etc.
  • Excellent communication (oral, written and non-verbal) and organizational skills.
  • Strong attention to detail.
  • Experience in handling grievance procedures, mediation, working with in-house legal counsel, and disciplinary processes.
  • Intermediate to advanced level Microsoft Office Suite experience with demonstrable skills in the use of Excel.
Preferred Education, Knowledge, Skills and Experience
  • Previous experience working in state or federal government a plus.
  • HRCI or SHRM certification desired.
Necessary Certifications/Licenses
Preferred Certifications/Licenses
Special Notes to Applicants
  • Potential for a hybrid schedule after three months.
  • UNC Charlotte Benefits Information: https://hr.charlotte.edu/benefits
  • The finalist will be subject to a Criminal Background Check.
Posting Open Date 02/22/2024
Posting Close Date
Open Until Filled Yes
Proposed Hire Date
If time-limited please indicate appointment end date
Contact Information

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