Assistant Vice Chancellor of Employee and Labor Relations

The Assistant Vice Chancellor for Employee and Labor Relations (AVC ELR) reports to the Vice Chancellor of Human Resources (AVC-HR) and will serve on the OHR leadership team. This position leads the development and execution of the University of Pittsburgh’s labor strategy in conjunction with other university stakeholders. The AVC oversees the negotiation, administration, and interpretation of 11 collective bargaining agreements. The AVC ELR manages the development and implementation of employee relations policies with the goal of promoting employee satisfaction and engagement. This position provides guidance to the University leaders in creating positive and inclusive working environments. Ensures fair and equitable enforcement of employee relations related issues, which may include employee discipline, grievances, conflict resolution, and work life balance. In collaboration with OHR leadership, the Office of University Council, the Office of the Provost, labor union representatives, and other University leaders, this position is vital to the planning and implementation of a comprehensive and effective employee and labor relations strategy across all Pitt campuses, promoting a positive work environment that allows all employees to thrive. 

Qualifications:
•    Bachelor’s degree in a related field. 
•    A history of and commitment to continuous growth in knowledge, skills, and abilities.
•    Minimum 10 years of experience working within Human Resources and leading employee and labor relations.
•    Demonstrated success centering equity and inclusion in human resources work. 
•    Demonstrated ability to develop positive working relationships with labor leaders.
•    Direct experience establishing and managing a comprehensive employee and labor relations strategy across multiple bargaining units. 
•    Demonstrated ability to successfully oversee multiple union contract negotiations concurrently. 
•    Senior-level strategic human resource leadership experience, including leading a team.
•    Demonstrated success in working with and gaining the trust and respect of multiple constituencies including senior executives, faculty, and staff at all levels. 
•    Ability to manage projects from idea to outcomes.
•    Demonstrated experience building, leading, motivating, assessing, and holding accountable high-performing, well-integrated professional teams.
•    Demonstrated success as a collaborative, active and engaged member of a leadership team.
•    Skilled at making and defending tough decisions, while demonstrating care and concern for the opinions of others, both inside and outside the organization.
•    Strong working knowledge of applicable federal and state employment laws and of best practices for Human Resources-related risk mitigation. 
•    Track record of handling confidential and sensitive matters with utmost discretion.
•    Excellent oral and written communication skills.
•    Ability to manage multiple complex projects simultaneously while adhering to prescribed deadlines, create, and maintain a comprehensive plan of all work in progress, and establish and maintain strong stakeholder relationships.
•    Demonstrated superior degree of success exercising independent judgment and complex problem-solving skills.
•    Outstanding interpersonal, problem-solving, and mentoring skills.
•    Ability to maintain a hybrid work schedule with 3 days per week in the office on the University of Pittsburgh Oakland campus along with occasional travel to regional campus locations. Must maintain residence in the Pittsburgh metropolitan area. 

Additional preferred skills and knowledge:
•    Advanced degree or additional certifications in Human Resources or a related field.
•    Experience in public or nonprofit organization.
•    The ability to interact effectively with senior leadership, administrators, and Trustees.
•    Strong interpersonal skills and the proven ability to collaborate with colleagues, build team spirit, and achieve results within a diverse population that may possess competing interests, opinions, and/or expectations.
•    A self-aware leader with a strong commitment to personal and professional development. 
•    Innovative, apolitical, resilient, fact-based, and creative solutions-focused mindset, with ability to thrive in an evolving and decentralized environment.

Executive positions at the University hold significant responsibility for establishing and implementing goals, policies, procedures, strategic direction, and engagement initiatives within their department or organization.

•    Promote and support university efforts to accomplish diversity and inclusion initiatives that attract and retain a diverse and talented workforce at all levels in the university.
•    Act as a key change agent in leading the transformation of the University’s employee and labor strategy in alignment with the Office of Human Resources (OHR) Strategic plan and the strategic goals of the University. 
•    Develop university employee and labor relations strategy inclusive of all University bargaining units. 
•    Lead labor agreement negotiations and administration (e.g., representing the university in negotiations, interpreting, and administering union/labor collective bargaining agreements, monitoring compliance with labor laws and participating in arbitration, etc.) 
•    Lead strategic planning, direction, and goal setting for the function in collaboration with the VC-HR and University leaders. 
•    Ability to work collaboratively with HR leadership team and other campus leaders to develop and manage a strategic framework for employee and labor relations. 
•    Build and maintain positive relationships with labor leaders and union counterparts.
•    Establish appropriate customer Service Level Agreements (SLAs) and HR data analytics/metrics and reporting to establish accountability, reduce transactional activities, track performance, monitor program effectiveness, and measure success.
•    Collaborate with and serve as an advisor to department heads, deans, campus leaders, and university administrators to promote an engaged HR culture with campus constituents related to University-wide HR Strategic initiatives.
•    Collaborates with all human resources areas to review and improve processes and systems to ER/LR strategy.
•    Collaborate with the AVC-HR in developing and executing key strategic planning initiatives for OHR relating to budgetary management, cost containment, and resource reallocation plans.
•    Provide advice to departments, schools, units, and administrators with respect to interpretation and application of certain university policies.
•    Advise OHR and University leadership on strategies that ensure a productive and harmonious workplace.
•    Ability to effectively communicate and develop positive working relationships with HR and campus leadership. 
•    Develop and deliver employee and labor relations programs to ensure compliance with policies and practices. 
•    Develop and effectively manage employee and labor relations dashboard and metrics.
•    Implement measures to increase employee morale, motivation, and satisfaction. 
•    Lead strategy and development of employee relations polices, practices, and services (e.g., investigating employee and/or supervisor complaints regarding conduct, performance, or attendance; mediation between employees).
•    Coach leaders, managers, and employees through the performance management and grievance processes.
•    Ability to influence others to accept practices and approaches, and ability to communicate and influence executive leadership.

Little physical effort required. Duties are primarily sedentary. May be required to move objects up to 25 pounds occasionally.

Additional Essential Functions:

•    Managing employee relations issues (e.g., investigating employee and/or supervisor complaints regarding conduct, performance, or attendance, mediation between employees, monitoring diversity/equal employment opportunity program compliance, etc.).
•    HR-specific communications (e.g., employment terms and conditions, company codes of conduct, workforce reductions, etc.
•    Oversee the Investigation of allegations of employee/employer misconduct and implements resolutions, which may include termination of the offending employee. 
•    Responsible for managing a Team of professionals, providing total management, motivation, guidance and growth opportunities.
•    Other duties as assigned.

The University of Pittsburgh is committed to championing all aspects of diversity, equity, inclusion, and accessibility within our community. This commitment is a fundamental value of the University and is crucial in helping us advance our mission, which includes attracting and retaining diverse workforces. We will continue to create and maintain an environment that allows individuals to discover, belong, contribute, and grow, while honoring the experiences, perspectives, and unique identities of all.

The University of Pittsburgh is an Affirmative Action/Equal Opportunity Employer and values equality of opportunity, human dignity and diversity. EOE, including disability/vets.