Senior HR Business Partner & Director for Labor Relations

Senior HR Business Partner & Director for Labor Relations

FLSA Status : Exempt

Months Per Year : 12

Hours Per Week : 37.5

Employment Status : Full-Time

Work Model: Hybrid Eligible*

SeattleUniversity will be one of the most innovative and progressive Jesuit and Catholicuniversities in the world, educating with excellence at the undergraduate,graduate, and professional levels. We embrace an intersectional framework fordefining diversity in its broadest sense, including differences in gender,gender identity, race, ethnicity, generational history, culture, socioeconomicclass, religion, sexual orientation, national origin, citizenship status,political perspectives, geographic origin and physical ability. SeattleUniversity strives to be a welcome, open and safe campus climate for all wholearn, live and work at Seattle University.

Seattle University's Core Competencies

Effective Team Collaboration : Works harmoniously with others towards a common goal, leveraging individual strengths to achieve shared objectives.


Emotionally Intelligent Communication : Engages in a skillful exchange of information, thoughts, and feelings, verbally and non-verbally.

Ethics and Integrity : Demonstrates an unwavering commitment to honesty, professionalism, and alignment with our Jesuit mission in all actions and decisions.


Flexibility and Innovation : Embraces change, approaching problems with curiosity adaptability, and is committed to making a positive impact.


Mindful Inclusion : Fosters mindful inclusion by consciously creating a workplace that celebrates differences, embraces cultural humility, and empowers uniqueness.


Outcomes-Driven Orientation : Sets clear objectives, pursues excellence, and delivers measurable outcomes while upholding Jesuit Catholic values.


Job Purpose

The Senior HR Business Partner & Director for LaborRelations serves as a strategic advisor and liaison between Human Resources andassigned work units, aligning institutional objectives with HR practices. Therole partners with leaders to address key people-related priorities, includingworkforce planning, employee development, performance management, employeerelations, and compensation, in support of the University's mission andstrategic goals.
In addition, this position serves as the University's leadlabor relations authority, representing Seattle University in collectivebargaining, administering and interpreting collective bargaining agreements,and advising senior leadership on labor strategy, compliance, and risk. TheDirector fosters a constructive labor-management environment while ensuringalignment with applicable federal and state labor laws, including oversight ofgrievance and arbitration processes and the development of training and complianceprograms for managers and supervisors.

Essential Job Duties

Strategic HR Partnership

• Serve as a strategic partner and liaison between HR andleadership, providing consultation, guidance, and interpretation regardingHR-related matters including talent management, workforce planning, recruiting,onboarding, and other HR functions as necessary.
• Coordinate HR functions by balancing the needs of theschool, college, or functional unit with the strategic objectives of theinstitution.
• Advise leadership on people needs and effective changemanagement practices, including support for reorganizations and workforcetransitions.
• Work closely with leadership, supervisors, and staff toimprove working relationships, build morale, and increase productivity andemployee retention.
• Provide support and consulting for employee relations, roleand compensation design, talent management, and learning & development(details, below).
• Mentor HR business partners in relevant strategic andtactical HR practices for ongoing professional development.

Employee Relations

• Provide performance management guidance and counsel toleadership and supervisors at all levels to ensure consistent application ofthe institution's performance management approach and guidelines.
• Conduct fair and compliant workplace investigations, adviseleadership on resolving employee concerns, and support risk mitigation relatedto employee matters. Support employee relations investigations escalated withinHR.
• Collaborate with HR colleagues and University Counsel oncomplex employee matters.
  Guide leadership on employee transitions and assessworkforce culture trends, developing strategies to enhance the employeeexperience and organizational effectiveness.
• Foster a culture of professional growth and balancedadvocacy for both employees and the institution.

Compensation & Classification

• Partner with work unit leaders to understand needs, consulton job descriptions, and collaborate with compensation colleagues to makerecommendations regarding compensation and MMR classifications, internalequity, and employee salary adjustments.

Talent Management

• In partnership with HR recruiting and talent specialists,support the effective recruitment, onboarding, employee development, engagementand retention of institutional talent.

Learning & Development

• Work with work unit leadership to identify training anddevelopment needs.
• Deliver learning programs to staff at all levels withinassigned divisions, from entry-level staff to executive-level coaching, asneeded.

Labor Relations

• Lead and oversee the University's labor relations strategy,ensuring alignment with institutional priorities, legal requirements, and aconstructive labor-management environment.
• Serve as the University's lead representative in collectivebargaining, including preparation, strategy development, and directparticipation in negotiations, contract renewals, and memoranda ofunderstanding; oversee post-ratification implementation of ratified agreements.
• Administer and interpret collective bargaining agreements(CBAs), providing guidance to leadership on application, risk mitigation, andconsistent practice across the institution.
• Partner with university leadership to address complexunion-related employee relations matters, including grievances, disciplinaryactions, and dispute resolution.
• Manage the grievance and arbitration process, includinginvestigation, documentation, response development, and representation of theUniversity as appropriate.
• Build and maintain effective working relationships withunion representatives, fostering productive dialogue and collaborativeproblem-solving.
• Advise senior leadership on labor relations risks, trends,and workforce implications, including labor market dynamics, union activity,and relevant rulings from the NLRB and Washington's Public Employment RelationsCommission (PERC).
• Ensure institutional compliance with applicable labor lawsand regulations, including the NLRA and related state laws, and monitordevelopments to proactively adjust practices.
• Develop and deliver training for managers and supervisors onlabor relations topics, including CBA administration, employee rights, andeffective union engagement.
• Conduct periodic assessments of labor relations practicesand compliance, identifying gaps and recommending improvements.
• Collaborate with HR and cross-functional partners tointegrate labor relations considerations into broader HR strategies, workforceplanning, and organizational change initiatives.
• Prepare and present reports to senior leadership on laborrelations activity, trends, risks, and recommended actions.

ADA Support

• Manage Seattle University's ADA processes in conjunctionwith University Counsel, Facilities, IT Services, and other institutionalunits.
• Facilitate the formal interactive dialogue process betweenemployee and employer, including requesting and evaluating medicaldocumentation and engaging with third-party medical providers when needed.
• Assess whether a requested accommodation poses unduehardship to the organization, and document the analysis and rationale forapprovals, modification, or denials.
• Track and periodically reassess accommodations as conditionsor job duties change.
• Provide training for other HRPBs and managers in theapplication of workplace accommodations.
• Coordinate ADA accommodations with FMLA, workerscompensation, and short/long-term disability where they overlap.
• Respond to EEOC-related escalations related to disabilitiesin support of University Counsel.
• Mentor HR business partners in ADA regulations andprocesses.

Policy, Compliance & HR Operations

• Assist in developing and implementing HR policies andprocedures to ensure compliance with Local, State, and Federal Labor andEmployment Law.
• Analyze HR trends and metrics to develop solutions,programs, and policies that support institutional goals.

Marginal Job Duties

• Perform other related job duties as requested.

Required Qualifications

Candidates must have the demonstrated ability to:

• Develop and execute a comprehensive labor relations strategywhile creating productive relationships between management and labor.
• Effectively leverage their knowledge of collectivebargaining, grievance processes, contract administration, and labor laws,including the National Labor Relations Act.
• Negotiate, complete, and administer effective and faircollective bargaining agreements.
• Work independently, collaboratively, and across teams with aservice-mindset.
• Be discrete, with a ready sense of when and with whom it isappropriate to share information.
• Analyze and leverage Human Resources trends and metrics inthe development of effective solutions, programs, and policies.
• Effectively apply a working knowledge of employment laws toworkplace situations, including but not limited to EEO, ADA, FLSA, FMLA, etc.
• Provide clear and impactful consultation regarding effectiveorganization design, workforce planning, recruiting, selection, onboarding,performance management, employee relations, and delivering learning programs.
• Communicate regarding human resource initiatives, programs,and updates in an engaging, clear and compelling fashion to all levels of theorganization, from front-line staff, to faculty, to senior-most leadership, inboth in person and online modalities.
• Work effectively in an inclusive environment with diversepopulations and varying work styles.
• Handle stressful employment-related conversations, with theability to deescalate tension and promote respectful, meaningful engagementwith all parties involved.
• Communicate effectively in writing on all manner ofproactive and responsive HR-related topics and with all audiences.
• Leverage their strong interpersonal skills to develop andmaintain good working relationships both inside and outside of the division.
• Utilize HRIS, HRMS, PowerPoint, Excel at a level of highproficiency.

Additionally, candidates must have:

• Bachelor's degree in human resources, industrial relations,organizational development, a related field, or equivalent experience.
• 5 to 8 years of experience working in an HR business partnerrole, labor relations capacity, or related field.

Preferred Qualifications

• Previous higher education work experience or exposure tohigher education, or experience working in a complex matrixed organization.
• A master's degree in human resources or a related field.
• Certification in Human Resource Management from the HumanResource Certification Institute (HRCI) or the Society for Human ResourceManagement (SHRM).
• Workplace investigation or conflict management experience.
• LEAN Six Sigma or continuous process improvement experience.

Application Instructions

Please attach a cover letter with your resume when applying. Job postings are open until filled, unless otherwise specified.


Compensation at a Glance

Salary Range: $120,000 - $135,000

Seattle University has provided a compensation range that representsits good faith estimate of what the University may pay for the position at thetime of posting. The salary offered to the selected candidate will bedetermined based on factors such as the qualifications of the selectedcandidate, departmental budget availability, internal salary equityconsiderations, and available market information, and not based on acandidate's gender or any other protected status.

Your total compensation goes beyond the number on your paycheck.Seattle University provides generous leave, health plans, and retirementcontributions that add to your total compensation package.

Benefits at a Glance

Consistent with its fundamental Jesuit values, Seattle University offers a wide range of benefits designed to care for the whole person. Choose from three different medical plans, a dental, and vision insurance programs. Protect your income with life, short & long-term disability coverage. Plan for your future with up to a 10% employer contributionfor retirement benefits, comprised of a 5% nonelective employer contributionand an additional dollar-for-dollar match of your voluntary contributions up toa maximum of 5%. You may also take advantage of 100% paid tuition benefits for the employee and dependents, a subsidized transportation benefit, a wellness program with free access to an onsite fitness facility, and a wide variety of campus events. Enjoy a generous holiday schedule, including a paid Holiday break closure in December, vacation and paid sick leave, and paid community service leave. For more information explore the Benefits website at:


Hybrid Eligible

Thisposition may be eligible for a hybrid schedule after successful completion ofan introductory work period of 3-6 months. This may mean that a hybrid eligiblerole will begin on-campus initially and then will transition to hybrid formatfollowing onboarding and training. Flexible work plans are subject to periodicreview and may be changed or terminated at any time for any reason at theuniversity's discretion.


All employment offers are contingent upon the successful completion of a background check.