Director, Employee Relations and Equity

Overview The purpose of this position is to provide departmental leadership, manage and perform professional administrative work in support of Employee Relations and Equity for the College. Master’s degree in Human Resources or related field and seven (7) years of recent experience in Employee Relations including a minimum of three (3) years of staff supervision and related experience in Human Resources Management and Labor Relations. Demonstrated experience investigating and adjudicating Title VII, Title IX, and ADA related complaints and issues required. Demonstrated knowledge of all federal and state laws and regulations regarding Employee Relations, EEO/AAP, and record maintenance and retention required. Experience working with labor unions and current PHR, SPHR SHRM-CP or SHRM-SCP is preferred. Prior experience working in higher education preferred. Qualifications Master’s degree in Human Resources or related field and seven (7) years of recent experience in Employee Relations including a minimum of three (3) years of staff supervision and related experience in Human Resources Management and Labor Relations. Demonstrated experience investigating and adjudicating Title VII, Title IX, and ADA related complaints and issues required. Demonstrated knowledge of all federal and state laws and regulations regarding Employee Relations, EEO/AAP, and record maintenance and retention required. Experience working with labor unions and current PHR, SPHR SHRM-CP or SHRM-SCP is preferred. Prior experience working in higher education preferred. Responsibilities Provide direct leadership and supervision. Hire supervise, develop and evaluate assigned staff. Develop and implement goals and objectives in coordination with HR leadership. Implement strategies related to operation and services. Remain knowledgeable about the College, its structure, culture, policies, and practices. Serve as point of contact for resolving employee relations and equity issues. Develop and manage operating budget for assigned unit. Prepare and analyze reports. Develop and evaluate policies and procedures. Serve as liaison between College departments, faculty and/or staff. Essential Class Duties are intended to be examples of duties and are not intended to be all inclusive. There will be other duties as assigned. Leadership & Strategy Oversees the Employee Relations, Labor Relations, and Equity section by developing and implementing employee relations strategies, policies, and programs that align with CCBC’s strategic goals and values. Provides guidance to HR business partners regarding complex, specialized, and sensitive questions and issues regarding directives, policies, procedures, Collective Bargaining Agreements, performance management, compliance and other employee related matters. Develops HR directives and procedures in accordance with internal policies and applicable local, state, and federal regulations. Coordinates and effectively directs the Affirmative Action and Equal Opportunity plans, maintaining integrity to CCBC’s core values. Ensures compliance with federal and state laws and regulations regarding employment, labor relations, and benefits. Monitors changes in labor laws and proactively updates policies and procedures to maintain compliance. Monitor and analyze key employee relations metrics, such as turnover rates, employee satisfaction, and employee engagement, and recommend improvement initiatives based on the findings. Coordinate with HR team to support organizational changes, including departmental restructuring, layoffs, etc. ensuring proactive planning and transparent communication. Cultivates strong relationships, builds strategic partnerships, and fosters trust and collaboration across the college. Employee & Labor Relations Provides advice and expert guidance to leaders and supervisors on performance management, conflict resolution, disciplinary actions, and other employee relations matters. Advises and counsels employees regarding a wide range of issues, including performance, corrective actions, career paths, workplace concerns, etc. Interprets and adheres to policies, procedures and collective bargaining agreements for dispute resolution, grievance handling, and disciplinary actions. Builds relationships across the organization. Coordinates communication for disciplinary actions and grievance responses by drafting and developing investigatory reports, business correspondence, evidentiary documentation, position statements, contract or regulatory analysis, disciplinary materials, and summaries of investigative findings. Functions as a neutral party in mediating disputes between employees and management. May serve as the Assistant Vice President Human Resources’ designee/Equity Officer in the employee (union and non-union) grievance process. Manages the college’s Telework Program, ensuring consistency and equity across the program. Proactively identify potential employee relations issues and develop strategies to prevent or mitigate them. Oversees the employee exit process by ensuring departing employees have an opportunity to provide feedback on their experience at the college. Collects and analyzes exit data to identify trends, prepares reports, and addresses concerns as appropriate. Investigations & Compliance Manages the investigation and adjudication of employee and student complaints involving faculty and/or staff members related to harassment and discrimination, including Title VII and Title IX. Conducts and/or supervises investigations related to charges, complaints, and other circumstances which allegedly violate the College’s non-discrimination, equal opportunity, or affirmative action policies. Supervises audits and preparation of reports and applications required by federal, state, and/or local agencies. Collaborates with the Director of Benefits on Americans with Disability Act Amendments Act (ADAAA) accommodations to plan reasonable accommodations for disabled employees in a consistent and legal manner. Employee Support & Programs Collaborates with the Employee Assistance Program (EAP) and refers employees to the CCBC EAP for employees whose job performance is affected by personal, financial, and/or substance dependency. Assists students, staff, and the general community with basic, general HR inquiries and services. Training & Development Provides training and support to managers and employees on employee relations matters, including conflict resolution, performance management, disciplinary actions, and other topics related to workforce needs. Develops training, organizational development, and other solutions related to staffing issues and HR initiatives. Develops and facilitates training workshops for supervisors and other college staff based upon the college’s and Human Resources strategic priorities as well as employee needs. Representation Represents HR at CCBC functions as a subject matter expert. Makes presentations upon request within areas of expertise. Essential Job Duties are intended to be examples of duties and are not intended to be all inclusive. There will be other duties as assigned. #J-18808-Ljbffr Community College of Baltimore County