Director of Employee Relations

Reports To: Chief Human Resources Officer (CHRO) Department: Human Resources Classification: Exempt Work Schedule: Full-Time Position Summary The Director of Employee Relations provides strategic leadership and operational oversight for all employee relations functions for the County Board of Education. Reporting directly to the Chief Human Resources Officer, this position is responsible for ensuring fair, consistent, and legally compliant employment practices and policies across the school system while supporting a positive, respectful, and safe environment for principals, teachers, students, and other employees to work, teach, learn, and flourish. The Director serves as the district’s primary subject matter expert on employee relations, workplace investigations, disciplinary processes, grievance management, and employment law compliance, and acts as a trusted advisor to the Chief and to senior leadership in the district. Essential Duties and Responsibilities Employee Relations Strategy & Leadership Develop, implement, and oversee a comprehensive employee relations strategy aligned with district goals, Board policies, and applicable state and federal laws. Advise the CHRO and executive leadership on complex employee relations matters, risk mitigation, and workforce trends. Establish consistent standards and best practices for handling employee conduct, performance issues, and workplace conflicts across all schools and departments. Investigations & Workplace Issues Direct and, as appropriate, personally conduct sensitive and complex workplace investigations, including allegations of misconduct, harassment, discrimination, retaliation, and violations of Board policy. Ensure investigations are prompt, thorough, impartial, and well‑documented, with findings and recommendations clearly communicated to leadership. Coordinate with legal counsel as needed on high‑risk or legally sensitive matters. Discipline, Performance Management & Corrective Action Provide guidance and oversight regarding disciplinary actions, performance improvement plans, suspensions, demotions, and terminations. Ensure disciplinary decisions are consistent, equitable, and legally defensible. Review and approve disciplinary recommendations for compliance with policy, contract, and law. Grievances, Appeals & Due Process Manage employee grievances, complaints, and appeals in accordance with Board policy, administrative regulations, and collective bargaining agreements, where applicable. Prepare responses, documentation, and recommendations related to hearings, appeals, and administrative proceedings. Represent or support the district in grievance hearings and administrative proceedings, as appropriate. Policy Development & Compliance Assist in the development, review, and interpretation of Board policies and administrative procedures related to employee conduct, discipline, and workplace standards. Monitor compliance with applicable employment laws, including but not limited to Title VII, ADA, FMLA, FLSA, ADEA, state personnel statutes, and applicable education laws. Recommend policy updates based on legal developments and organizational needs. Training & Consultation Develop and deliver training for administrators and supervisors on employee relations topics, including progressive discipline, documentation, investigations, harassment prevention, and due process. Serve as a consultant to principals, department heads, and supervisors on managing employee issues proactively and effectively. Promote consistent application of employee relations practices throughout the district. Data, Reporting & Continuous Improvement Track employee relations trends, investigation outcomes, grievance data, and disciplinary actions to identify systemic issues and improvement opportunities. Prepare reports and analyses for the CHRO, Superintendent, and Board of Education, as requested. Implement continuous improvement initiatives to strengthen employee relations processes and workplace culture. Supervisory Responsibilities Supervise employee relations staff, investigators, or HR specialists as required. Provide leadership, coaching, and performance management for assigned staff. Required Qualifications Education Master’s degree required. Experience Minimum of 5‑7 years of progressively responsible experience in employee relations, human resources, labor relations, employment law, or school administration. Experience in a public‑sector, educational, or similarly complex organizational environment strongly preferred. Demonstrated experience and expertise handling workplace investigations, disciplinary processes, and employee grievances. Experience as a school principal is preferred. Knowledge, Skills & Abilities Thorough knowledge of federal and state employment laws and public‑sector HR practices. Strong investigative, analytical, mediation, and problem‑solving skills. Excellent written and oral communication skills, including the ability to prepare clear, defensible documentation. Ability to exercise sound and independent judgment, maintain confidentiality, and handle sensitive matters with professionalism and discretion. Ability to build trust and credibility with leadership, administrators, employees, and union representatives. Strong organizational skills and ability to manage multiple complex matters simultaneously. Proficiency in HR technology systems and data analysis. Strong interpersonal and communications skills Effective leadership, critical thinking, and problem‑solving skills. Preferred Certifications SHRM‑CP or SHRM‑SCP PHR, SPHR Other relevant HR or employment law certifications Working Conditions & Physical Requirements Ability to work primarily in an office‑based environment with periodic automobile travel to school sites and administrative locations. Ability to attend meetings, hearings, or training sessions in addition to and outside normal work hours as needed. Ability to work under pressure, manage multiple competing priorities, and meet deadlines. Ability to occasionally exert up to 10 pounds of pushing, pulling and/or lifting force. Ability to work long hours consistently Ability to speak (including public speaking) by means of the spoken word clearly and intelligibly. Ability to hear and respond to the spoken word at normal spoken word levels. Ability to use hands and fingers to grasp, handle, and feel, and to engage in repetitive motions. Ability to sit for extended periods. Ability to walk or ambulate and to stand, stoop, kneel, crouch or crawl, and reach with hands and arms. Ability to meet standard vision requirements. Ability to prepare and analyze written information, including computer data. Ability to operate a motor vehicle and maintain a North Carolina driver’s license. Ability to operate equipment, including cell phone, laptop computer, and such other devices as necessary. Ability to withstand periodic exposure to outdoor weather conditions. Ability to work in a moderately busy and noisy location (e.g., business office, light traffic). Examples of Specific Duties and Responsibilities Establish and maintain an effective working relationship with district staff, board members, and community stakeholders. Coordinate unemployment claims and hearings with the NC Department of Commerce. Assist with EEOC claims and compliance. Manage the exit interview process to gather feedback and identify trends for improving employee retention. Develop and deliver professional learning programs for school administrators on HR compliance and personnel management. Provide training on conflict resolution, Title IX responsibilities, and district policies. Coordinate Title IX investigations, ensuring compliance with federal regulations and district policies. Maintain accurate records of investigations and outcomes. Manage the district’s Safe Schools Modules professional learning and compliance tracking system. Ensure all staff complete required modules within designated timelines. Generate compliance reports for district leadership and address non‑compliance issues promptly. Collaborate with the Employee Growth and Retention Team to facilitate employee onboarding and the New Employee Orientation program. Be familiar and ensure adherence to federal, state, and local employment laws, including FMLA, ADA, and ACA. Interpret and communicate HR policies and procedures to staff and administrators. Provide guidance on reasonable accommodation and workplace adjustments. Develop and provide HR‑related training for staff and administrators to improve organizational effectiveness. Oversee special HR projects from initiation to completion, evaluating outcomes. Prepare and review reports related to HR functions for internal and external stakeholders. Salary See North Carolina State Salary Schedule Disclaimer & EEO Statement The preceding job description summarizes the general nature and level of work performed by employees within this classification. It does not contain nor is it intended to encompass all duties, responsibilities, and qualifications required for the position. The Cabarrus County Board of Education is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, sex, disability, age, religion, or any other status protected by law. The Board is committed to providing reasonable accommodation for qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state law. Applicants or employees requiring reasonable accommodation to participate in the application process or to perform essential job functions should contact the Human Resources Department. #J-18808-Ljbffr