Interim Director, Employee and Labor Relations

Interim Director, Employee and Labor Relations

Interim Director, Employee and Labor Relations

Brandeis University is seeking a strategic, highly motivated, and compliance-driven Interim Director, Employee and Labor Relations to assist in planning, organizing, and directing key human resources operations and overseeing the University’s Human Resources Business Partner group. Reporting to the Vice President of Human Resources and collaborating with other HR and Office of Equal Opportunity (OEO) leaders, the Director is responsible for the development and execution of labor and employee relations strategy to support a positive work environment that promotes positive labor relationships, employee engagement, employee satisfaction, effective communication, and a culture of teamwork and trust. The ideal candidate combines deep labor and employee relations expertise with sound judgement, exceptional interpersonal skills, and the ability to build productive relationships across a varied university community and with external partners.

The hiring range for the position is $160k-$180k.

Job Duties

Employee Relations (60%)

• Provide strategic consultation and support to senior leadership and managers throughout the University regarding all human capital-related issues including organizational structure, reorganizations, positive employee engagement, employee communications, performance concerns, and reorganizations/reductions in force.
• Coordinate and direct all aspects of Brandeis’ employee relations practice, including the development of human resources policies and practices designed to foster engagement, drafting and revising employee communications, and counseling managers and supervisors and oversight of performance management.
• Supervise and oversee the University’s Human Resources Business Partners who serve as the entry point for accessing human resources services and partner closely with their operational units to provide a high level of HR consultation and support.
• Oversee and conduct employee investigations that are not related to allegations of discrimination or sexual misconduct, including investigations related to employee conduct, workplace violence and consensual relationships.
• Support organizational change initiatives by ensuring that communication and employee relations strategies are in place to effectively manage transitions.  Provide support and guidance to leaders and managers on implementing change.
• Provide technical guidance, leadership and support to human resources colleagues with regard leaves leave of absence, equitable hiring practices, and other compliance-related concerns. 
• Support and facilitate all ADA reasonable accommodations for university faculty and staff.

• Partner with HR colleagues’ other constituents to design and deliver training to managers and employees on relevant employee relations compliance topics and recent employment law updates.

• Serve as the Human Resources Business Partner for faculty.

Labor Relations (40%)

• Coordinate and direct all aspects of the University’s labor relations practice, including contract negotiations, contract administration, grievance administration, oversight of union elections, developing labor strategy, union-related metrics and reporting, maintaining and cultivating union relationships and encouraging positive employee relations in non-union sectors of the University.
• Advise senior leadership and managers on labor compliance, reorganizations and other employment actions related to unionized employees, emerging issues and potential legal risks.
• Partner with General Counsel’s office and external counsel to manage labor relations issues and processes.

Qualifications:

Education: Bachelor’s degree in human resources, Business Administration, Industrial Relations, or a related field. Masters in a related field or Law degree preferred.

Experience: 8 -10 years of demonstrated, progressive human resources and labor relations experience, typically with direct exposure to unionized work environments.  5+ years of direct management experience. Experience in higher education is preferred.

Skills: Deep knowledge of labor and employment law, strong negotiation and mediation abilities, high emotional intelligence, and sound analytical and crisis-management skills.

Strong knowledge of related federal and state rules and regulations; excellent project management skills including successful leadership of projects from planning phase through completion; experience collaborating with groups, including faculty, staff, students, consultants, federal, state and local agencies, auditors, and community groups.

The University's pay ranges represent a good faith estimate of what Brandeis reasonably expects to pay for a position at the time of posting. The pay offered to a selected candidate during hiring will be based on factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience and education/training, internal peer equity, and applicable legal requirements.